City of ClaremontThe City of Claremont is a suburb of Los Angeles that is unlike any community in Southern California. Sunset Ma g azine named Claremont "The Best Suburb in the West. " Mone y Ma g azine listed Claremont as one of the "Best Places to Live." The City has won awards in environmental stewardship, municipal budgeting, urban planning, and recreational programming.
Being the best is a philosophy Claremont employees put into practice every day. The City has a reputation for being a premier city in California, with cutting edge programs and a dedication to the public engagement process. If you are considering working for the City of Claremont, ask yourself....
- Do you have the passion, drive, and commitment to succeed in a fast-paced, service-driven environment?
- The City of Claremont produces innovative programs that are setting the bar for municipalities across the country. Do you enjoy a challenging environment that will push you to be the best in your field?
If you answered these questions with
YES, consider applying to be our next Information Technology Administrator!
The PositionUnder the direction of the Information Technology Officer, the Information Technology Administrator has ultimate accountability for the optimal functioning of servers, storage, cloud, and software systems within a diverse, multi-location, multi-platform setting. They will provide expert-level technical system administration, including management of physical and virtual servers, enterprise-level support of hardware, software, data management, telecommunications, network infrastructure, cyber security, and disaster recovery. The Information Technology Administrator will oversee the work of external contractors, consultants, and vendors ensuring requirements, and timelines are met.
Some exciting projects the Information Technology Administrator will work on include collaborate and lead the hardening of our network infrastructure; provide proven cyber resilience through network policy; assist in the deployment of new ERP system; and coordinate and assist in a new CADRMS implementation.
The Information Technology Administrator may provide indirect supervision over clerical and technical support personnel. Work hours are generally Monday through Thursday (38-hour work week) between 7:00 a.m. - 6:00 p.m. Some evening/weekend meetings or special events may be required.
Ideal CandidateThe Information Technology Administrator will have five years of progressively responsible experience involving information technology support with network, systems, or database administration, preferably in public safety or a municipal enterprise-level environment, and a bachelor’s degree from an accredited college or university in computer science, information systems, or a closely related field.
Or
Seven years of progressively responsible experience as an information technology administrator, network administrator, at an enterprise system level, with relevant certifications to perform the abovementioned duties.
Or
Any combination of progressive experience as an information technology administrator or network administrator at an enterprise system level with relevant certifications to perform the duties highlighted above.
Possession of, or ability to obtain certification as a full-access California Law Enforcement Telecommunications Systems (CLETS) User is highly desirable. A valid California driver’s license and good driving record is required.
KEY ABILITIESThe City is looking for an Information Technology Administrator who is a highly motivated and service-oriented individual who wants to work for a city that values creativity and innovation. They will have a broad range of computer knowledge and be technically skilled. They should be able to work independently within a team-oriented setting. The Information Technology Administrator will be organized and have the ability to write comprehensive and concise reports and be able to meet deadlines while managing a number of projects. They will have the ability to establish working relationships with staff and elected/appointed bodies.
Additional InformationCOMPENSATION & BENEFITS The City of Claremont offers an attractive and competitive benefits package, including:
- $1,500 a month for medical allowance
- 3% negotiated salary increase on 7/1/25 and 7/1/26
- 38-hour work week
- 2% at 55 PERS retirement (Classic Members), Employee pays 7% of salary; 2% at 62 PERS retirement (New Member) Employee pays 6.5% of salary
- 96 hours - 160 hours vacation based on years of service
- 123 holiday/floating holiday hours
- 56 hours of Administrative Leave
- 96 sick hours per year (may bring up to 200 hours of sick leave from current employer)
- $75,000 life insurance on employee and $10,000 on dependents
- Employee Assistance Program (EAP)
THE COMMUNITY Located 30 miles east of downtown Los Angeles on the lower slopes of the San Gabriel Mountains, Claremont is best known for its tree-lined streets, historic buildings, world-renowned colleges, and award-winning school system.
Claremont provides the charm of a New England town within comfortable driving distance of major Southern California attractions, sports stadiums, and the Ontario International Airport. Sunset magazine described Claremont in this manner, "College towns like this one may be commonplace on the East Coast, but Claremont, 30 miles east of downtown Los Angeles, stands out as a singular example in Southern California." Metrolink Rail Authority also named Claremont a Preferred Destination Point.
The City has a population of 36,000 people calling Claremont their home. Within the City's 14.14 square miles, Claremont has 24 City-owned parks and sports fields, with 2,555 acres of public parkland, of which 1,769 is wilderness. Claremont has over 25,000 City trees and has been a winner of the National Arbor Day Association's TREE CITY USA award for 38 years.
Claremont's success is not accidental, but the result of a long tradition of creating and encouraging community cooperatives and involvement in civic affairs, which has also worked successfully in the areas of business and economic retention and development. The City of Claremont exemplifies the quality of a model city and is viewed and respected as a leader in local government.
CITY GOVERNMENT Claremont is a general law city that uses the Council-Manager form of government. A general law city is one that operates under laws and rules established by the State of California.
The City Manager is hired by and responsible to the City Council. It is the responsibility of the City Manager and City staff to implement Council policies and ensure the smooth day-to-day delivery of municipal services. The City Council also appoints a City Attorney to provide legal counsel to the City organization.
The City Council is comprised of five members elected by-district for four years. The terms of offices are staggered, with three members elected at one general municipal election and two at the next. Elections are held the first Tuesday after the first Monday in March of odd-numbered years.
The City Council and staff is committed to fulfilling its mission to deliver the highest quality service possible to our community in a balanced and equitable manner. The City Council has identified the following citywide priorities:
Preserve our natural, cultural, and historic resources; Maintain financial stability; Invest in the maintenance and improvement of our infrastructure; Ensure the safety of our community through community-based policing and emergency preparedness;Increase livability in our neighborhoods and expand opportunities for our businesses; Promote community engagement through transparency and communication; and Develop anti-racist, anti-discrimination policies and plan to achieve community and organizational diversity, equity, and inclusion
HOW TO APPLY Interested candidates can apply for this position online and obtain additional information at the City of Claremont website
www.ci.claremont.ca.us. Recruitment may close after a sufficient number of qualified applicants is received.
REASONABLE ACCOMMODATION The City of Claremont is committed to providing reasonable accommodation to applicants as required by the Americans with Disability Act (ADA) and Fair Employment and Housing Act (FEHA). Individuals with qualified disabilities who need reasonable accommodation during the selection process or in the performance of their duties must specify the accommodations needed, in writing, at the time when the employment application is submitted.
EQUAL OPPORTUNITY EMPLOYER The City of Claremont is an Equal Opportunity Employer, committed to supporting Diversity, Equity, and Inclusion initiatives to build and sustain an environment that values diversity, welcomes opportunities to engage and understand others, and fosters a sense of belonging.
City of Claremont employees in
CATSEA areentitled to the following benefits:
HEALTH, WELFARE, AND SAVINGS BENEFIT: The City shall contribute $1,500 per month towards any offered health plans, dental plans, and vision plans.
HEALTH INSURANCE: The City offers a number of health plans through KeenanInsurance.
DENTAL INSURANCE: The City offers a choice of two dental plans. One is an indemnity plan, which allows you to go to the dentist of your choice (no orthodontia coverage). The other is a direct service plan, in which you must select and receive care at one of the dental offices or centers provided by the plan (orthodontia coverage).
VISION INSURANCE: The City offers a vision plan, which provides a vision examination each year and lenses and frames or contacts every year.
LIFE INSURANCE: Employees receive a life insurance policy of $75,000 for themselves and $10,000 for any dependents they elect to insure. There are also optional insurance programs which can be taken with an employee if they leave City service.
FLEXIBLE BENEFIT PLAN (SECTION 125): The City offers a voluntary flexible benefit plan which allows employees to pay for certain expenses (child care, unreimbursed medical expenses, and insurance premiums) with pre-tax dollars.
VACATION: Employees are entitled to a paid vacation of 96 hours following one year of employment (employees may take their accrued vacation after six months of employment). From the second year of employment until completion of the thirteenth year, employees are entitled to 120 hours of paid vacation. Beginning with the fourteenth year, and every year thereafter, employees are entitled to 160 hours of vacation. A one time, 80-hour longevity leave bonus is given to an employee on their service anniversary date at the 10th, 15th, 20th, 25th, 30th, 35th, etc. years of service.
SICK LEAVE: Employees shall accrue eight hours of sick leave per month. New employees may bring with them up to 200 hours of sick leave from their previous agency if their previous employer did not otherwise compensate them. New employees must provide documentation from their previous employer verifying their uncompensated sick leave hours.
SICK LEAVE CASH OUT: Employees with at least 240 hours of accrued sick leave may cash out up to 24 hours at the end of each calendar year.
ADMINISTRATIVE LEAVE ( EXEMPT EMPLOYEES ONLY ): 56 hours of administrative leave per calendar year is granted to exempt employees in recognition of the frequent requirement to work evenings, weekends, and holidays in excess of 38 hours per week. Any of the 56 leave hours not taken will be lost at the end of each calendar year.
JURY LEAVE: Employees required to serve on a jury are entitled to their regular compensation for up to 76 hours.
HOLIDAYS/FLOATING HOLIDAY HOURS: All Unit employees shall receive 37.5 floating holiday hours each calendar year. In addition, employees shall be entitled to the following holidays with pay each calendar year. Each holiday shall be valued at 9.5 hours.
- New Year's Day (January 1)
- Martin Luther King's Birthday (The third Monday in January)
- Presidents' Birthday (The third Monday in February)
- Memorial Day (The last Monday in May)
- Juneteenth (June 19th)
- Independence Day (July 4th)
- Labor Day (The first Monday in September)
- Veteran's Day (November 11th)
- Thanksgiving Day
- Christmas Day (December 25th)
Employees shall receive additional floating holiday hours when any of the ten (10) holidays fall on the employee's scheduled day off work. For example, with a Monday through Thursday schedule, any holiday that falls on a Friday, Saturday, or Sunday shall be converted from 9.5 holiday hours to 9.5 floating holiday hours.
RETIREMENT: The City of Claremont offers enrollment in the California Public Employees' Retirement System (PERS):
1.
PERS Plan Formula - The City shall provide the 2.5% @ 55PERS contract option to current miscellaneous employees hired prior to March 19, 2012. An employee who is hired by the City after March 19, 2012, from another Public Employees' Retirement (PERS) agency or agency with PERS reciprocity, or with a break in service of 6 months or less, shall receive the Second Tier PERS benefit formula of 2% @ 55. A returning Claremont City employee that was enrolled in PERS will receive the PERS benefit formula they received while previously employed with the City, irrespective of the break in service. An employee who is a new enrollment in PERS, is not coming from an agency with PERS reciprocity, or with a break in service greater than 6 months shall be enrolled in the Third Tier PERS benefit formula of 2% @ 62.
2. All miscellaneous employees hired prior to March 19, 2012 shall contribute 8% towards their PERS member contributions. Employees receiving the Second Tier PERS benefit formula of 2% @ 55 shall contribute 7% towards their PERS member contributions. Employees receiving the Third Tier PERS benefit formula of 2% @ 62 shall contribute 6.5% or 50% of the total normal cost rate, whichever is greater, towards their PERS member contributions.
Both City and employee contributions shall at the time of separation, belong to the employee.
3.
PERS Highest Pension Calculation Compensation Period - The City shall continue to provide the Single Highest One Year Final Compensation Pension calculation benefit to current miscellaneous employees hired prior to March 19, 2012. Miscellaneous employees hired after March 19, 2012 shall receive the Three Year Final Compensation calculation benefit.
4. The City shall provide miscellaneous employees under the 2.5% @ 55, 2% @ 55, and 2% @ 62 plan tiers with the following benefits/provisions:
a) Credit for unused sick leave (Government Code Section 20965).
b) 1959 Survivor Benefit (Third Level benefits)
DEFERRED COMPENSATION PLAN: Employees have the opportunity to participate in a supplemental retirement savings plan offered through MissionSquare. Through tax-deferred payroll deductions, employees are eligible to deposit funds into their account, up to the maximum allowed by law.
Participation in this program:
- Invests in high-performing funds yielding tax-deferred earnings;
- Provides a superior tool for retirement planning and savings.
401 (a) PLAN: Employees have the opportunity to participate in this tax deferred retirement savings tool. Employees may defer compensation up to $46,000 annually or 100% of income, whichever is less.
DEFERRED COMPENSATION RETENTION INCENTIVE PROGRAM ( EXEMPT EMPLOYEES ONLY ): This program was established to provide tenure and savings incentives for exempt employees. Beginning with the employee's third consecutive year of service, the City will match up to one percent of the employee's base pay, payable into their deferred compensation account. This percentage increases to two percent at the beginning of their fifth year, three percent at the beginning of their sixth year, four percent at the beginning of their eighth year, and five percent at the beginning of their tenth year. The employee's match may come from any excess health benefit.
LONG-TERM DISABILITY: The City provides a long-term disability plan. This benefit is in case an employee sustains a non-work-related illness or injury that results in their inability to work for a long period of time. In this event, an employee will receive 66.66% of their base pay after 60 days, and continued payment until they are medically able to return to work, or until they reach the age of 65, whichever comes first (maximum of $8,000 per month).
TUITION REIMBURSEMENT: Employees may particiate in the City's tuition reimbursement program. The amount of reimbursement will be up to $1,500 per fiscal year. Reimbursable items include registration, tuition, textbooks, and parking.
BILINGUAL PAY: Employees are eligible to receive $75monthly bilingual pay upon successful completion of a proficiency exam for Spanish or other language as may be designated by the City.
POLICE RECORDS ASSIGNMENT PREMIUM: Senior Records Clerks and Records Clerks who are routinely and consistenly assigned to the Poilice Records Division shallreceive$100 monthly.
WORK BOOT REIMBURSEMENT: The City will contribute up to $400 towards the purchase of work boots for employees in applicable positions as defined in the Memorandum of Understanding.
CREDIT UNION MEMBERSHIP: Employees are eligible for membership in the F & A Federal Credit Union. F & A offers a wide variety of services, including checking and savings accounts and all types of loans (automobile, vacation, personal, first and second home mortgages, and more!).
EMPLOYEE ASSISTANCE PROGRAM (EAP): The City cares about the emotional and physical well-being of its employees and their families and offers a City paid Employee Assistance Program.
DIRECT DEPOSIT PAYROLL: Employees may authorize the automatic deposit of their paycheck into their checking, savings, or credit union account.
Revised: July 2024
Closing Date/Time: 10/3/2024 1:00 PM Pacific
