DescriptionHere in Huntington Beach, we believe passionately that the key to becoming the best beach City in the world starts and ends with finding the right people to join our team. At this time, we have an outstanding career opportunity available, as we're looking for the "right person" to serve as
Deputy City Manager. Under the direction of the City Manager and Assistant City Manager, the Deputy City Manager (DCM) assists in the planning, directing, and reviewing of administrative activities and operations of the City, including implementing City policies and procedures, participating in major negotiations, and advancing special projects in coordination with other City departments and outside agencies. These projects are often the basis of forward-looking programs and policies that strive to maintain Huntington Beach’s reputation as a world-class beach city.
Furthermore, the Deputy City Manager is a member of the Executive Leadership Team, which is comprised of both elected and appointed department directors. Together, the Executive Leadership Team leads a workforce of approximately 1,500 employees to achieve the City Council’s the vision for the City and its 200,000 residents, vibrant businesses, and various other stakeholders.
Examples of Essential Duties- Works directly with the City Manager and Assistant City Manager to lead and provide professional management on innovative programs that directly serve the community
- Manages interdepartmental coordination, independently leads complex research, and develops recommendations related to a variety of operational issues with citywide impact. Recent projects include Charter amendments and the 2023-27 Strategic Plan.
- Serves as a liaison to the Executive Leadership Team by providing management direction, expediting workflow, and facilitating the achievement of departmental programs by Executive Leadership Team members and their staff
- Provides highly responsive administrative staff assistance to the City Manager and Assistant City Manager, as well as the City Council when directed by the City Manager
- Conducts comprehensive analysis on a wide range of municipal matters including overseeing the City Council Agenda Management process; participating in the citywide budget development process; and working closely with the City’s labor associations to address issues and ensure a healthy working relationship
- Conducts research and develops recommendations on citywide work methods, operating policies and procedures, programs, services, and other administrative issues; observes program operations; analyzes findings and implications; prepares and presents comprehensive staff reports and other correspondence
- Directs, supervises, and reviews the activities and operations of the Administrative Division of the City Manager’s Office; assigns work activities, projects, and programs; evaluates work products, methods, and procedures; provides training, coaching, and evaluation of assigned staff
- Prepares, issues, and evaluates RFP/RFQs for major initiatives; negotiates complex contracts and solutions on a variety of administrative, fiscal, and special projects with significant impact on the City
- Participates in the preparation of programs or special project budgets; monitors revenues and expenditures to ensure fiscal control
- Assists in resolving work problems and interprets departmental policies to staff, other departments, and the public
- Serves as staff liaison to assigned City commissions, boards, and committees on major projects affecting city government; represents the city at various meetings, as needed
- Oversees the development, preparation, and distribution of city publications including pamphlets, brochures, and handbooks
- Responds to difficult citizen inquiries and complaints
- Reports to work as scheduled and works various hours, including nights and weekends as required
- Maintains a regular and consistent attendance record
- Performs other related duties, as required
EXAMPLES OF NON-ESSENTIAL JOB FUNCTIONS- Participate in the development and administration of the citywide budget.
- Oversee the development, preparation, and distribution of city publications including pamphlets, brochures, and handbooks.
- Respond to citizen inquiries and resolve difficult and sensitive complaints.
- Perform related duties and responsibilities as required.
The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed.
Minimum Qualifications MINIMUM QUALIFICATIONS Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes:
Knowledge of: - Thorough knowledge of the organizational and management practices of public administration and local government, as well as applicable Federal, State, and local laws, rules, and regulations.
- Current social, political, and economic trends and operating issues related to municipal government.
- Working knowledge of all local government budgeting practices
- Project management techniques and procedures
- Internal and external facing strategic program development, implementation and policymaker/community engagement.
- Principles and practices of supervision, performance evaluation, and professional development.
Ability to: - Exercise a high-level of discretion and confidentiality.
- Be politically astute, but not political
- Analyze complex problems, make decisions knowledgeably within the scope of authority, and identify and recommend solutions
- Manage multiple competing priorities and perform a wide variety of duties and responsibilities with accuracy and speed under time-sensitive deadlines
- Maintain effective working relationships with City elected officials, commission members, department heads, representatives of community agencies and organizations, labor unions, and the general public
- Provide management leadership to professional, technical, and administrative support staff
- Manage, supervise, train, and evaluate assigned personnel
- Develop, implement, and administer goals, objectives, and procedures for providing effective services
- Prepare and administer large and complex budgets
- Collect relevant information, evaluate realistic options and responses, and implement appropriate course of action
- Prepare clear and concise reports
- Interpret and apply Federal, State, and local policies, procedures, laws, and regulations related to municipal projects
- Communicate effectively, tactfully, and positively, both orally and in writing
Education: Bachelor’s degree from an accredited four-year college or university with major coursework in public administration, public policy, finance, or a related field. A master’s degree in public administration or public policy is desired.
Experience: Seven (7) years of management or analyst experience in a municipality or other public sector agency, including at least two (2) years of supervisory experience.
License/Certificates: A valid California Class C driver license with an acceptable driving record required by time of appointment and throughout employment.
Employees who may drive a city or personal vehicle in the course and scope of work shall be required to participate in the DMV Employer Pull Notice program.
Public Employee Disaster Service Worker: In accordance with Government Code Section 3100, all Huntington Beach city employees are required to perform assigned disaster service worker duties in the event of an emergency or a disaster.
APPLICATION AND SELECTION PROCEDURE - Application Review
- Examination - Applicants best meeting the City's needs will be invited to participate in the assessment process which may consist of a writing exercise and an in-person oral board exam - tentatively scheduled for the week of July 8, 2024.
- Selection Interview
- Background
- Appointment
Supplemental InformationThe incumbent must be able to meet the physical requirements of the class and have mobility, balance, coordination, vision, hearing, and dexterity levels appropriate to the duties to be performed.
Work is performed indoors in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. The incumbent sits for prolonged periods of time; standing and walking to retrieve work files or to other departments or office locations; leaning, bending and stooping to perform work behind a desk or to retrieve information; pushing, turning or twisting to move chair or body from desk; reaching to place or retrieve files or open file drawers or cabinets; light grasping to hold a writing instrument or documents; firm grasping as needed to lift and carry work files or operate office equipment; finger dexterity to type on a computer keyboard; and, hearing and speaking to answer the telephone or answer questions of the general public, co-workers and subordinates. Must possess the ability to lift, carry, push, and pull materials and objects weighing up to 25 pounds with the use of proper equipment.
Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case-by-case basis.
The City of Huntington Beach offers a comprehensive benefit package for Non-Associated employees including:
SALARY RANGE for Executive Management consist of a "starting point", "control point" and "high point". Salary increases up to 5% may be awarded based on performance at annual review and market data.
TEN-TWELVE PAID HOLIDAYS provided per year (see MOU).
GENERAL LEAVE with pay of 176 hours is granted to regular employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service.
EXECUTIVE LEAVE with pay is granted in the amount of 80 hours per calendar year
GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.
FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.
RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members.
The benefit formula, final compensation period, and member contribution rate is as represented below:
Classic Miscellaneous Members:Benefit Formula Miscellaneous: 2.5% at age 55
Final Compensation Period: 1-year Final Compensation
Member Contribution Rate: 8.0% of Reportable Compensation
New Miscellaneous Members under PEPRA: Benefit FormulaMiscellaneous: 2% at age 62
Final Compensation Period: 3-year Final Compensation
Member Contribution Rate: 7.25% of Reportable Compensation (eff. 7/1/23)
Classic Safety Members:Benefit FormulaSafety: 3.0% at age 50
Final Compensation Period: 1-year Final Compensation
Member Contribution Rate: 9.0% of Reportable Compensation
New Safety Members under PEPRA:Benefit FormulaSafety: 2.7% at age 57
Final Compensation Period: 3-year Final Compensation
Member Contribution Rate: 12.50% of Reportable Compensation (eff, 7/1/23)
DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available.
CREDIT UNION membership is available to all City employees and provides access to low interest loans.
FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval.
NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.
For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Non-Represented (Non-Associated) Employees'".
Closing Date/Time: 6/21/2024 5:00 PM Pacific
