Butte County, CA
Director of Child Support Services
Butte County, CA, Oroville, California, United States, 95965
Salary :
$146,274.00 - $176,991.00 Annually
Location :
Oroville, CA
Job Type:
Regular Help
Job Number:
2410600358
Department:
Child Support Services Department
Opening Date:
10/28/2024
Closing Date:
11/18/2024 11:59 PM Pacific
Summary
To view the informational brochure and learn more about this exciting career opportunity with Butte County, click
Please submit your resume and cover letter to no later than Monday, November 18
, 2024.
If you have additional questions please contact Human Resources at (530) 552.3552.
DEFINITION
This position operates under the policy direction from the Board of Supervisors and administrative direction from the Chief Administrative Officer. The incumbent is responsible for planning, managing, and overseeing the programs and activities of the Department of Child Support Services. This includes directing investigative and legal services related to child support programs, as well as establishing, processing, and enforcing child support obligations. The incumbent fosters community engagement and support to help achieve the goals of the State Department of Child Support Services, ensures program compliance with State and Federal regulations, and performs related duties as required.
SUPERVISION RECEIVED AND EXERCISED
Receives administrative direction from the Chief Administrative Officer. Exercises general direction and supervision over management, supervisory, professional, technical, and administrative support staff through subordinate levels of supervision.
CLASS CHARACTERISTICS
This is an at-will department head position that oversees and directs all activities of the Child Support Services Department, including short and long-term planning as well as development and administration of all departmental policies, procedures, and services. The Incumbent evaluates organizational strategies, provides executive oversight relative to department operations, and utilizes resources in achievement of department goals and objectives.
Essential Job Functions
Typical functions may include any of the following tasks, knowledge, abilities, and other characteristics. The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities. Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.
Develops, directs, and coordinates the implementation of goals, objectives, policies, procedures, and work standards for the department; establishes, within County policy, appropriate budget, service, and staffing levels.Selects, trains, motivates, and directs assigned staff; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; works with employees on performance issues; implements discipline and termination procedures; responds to staff questions and concerns.Contributes to the overall quality of the department's service by developing, reviewing, and implementing policies and procedures to meet legal requirements and County needs; continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures;Monitors developments in legislation related to child support services matters, evaluates their impact upon County operations, and recommends and implements policy and procedural improvements.Directs staff in the planning, coordination, and implementation of the countywide child support program, including establishment of paternity and court orders for child support, performance of enforcement activities, collection and distribution of child support to custodial parents, and investigation and referral of cases for criminal prosecution for willful non-payment of support.Oversees the development, review, establishment, and implementation of operational policies, procedures, and practices, including the formulation and evaluation of performance measures and long-range strategic plans, and ensure program conformance to federal and state child support laws, regulations, and court decisions.Confers with the State Department of Child Support Services regarding budget, child support computer applications, policies and legislation.Attends meetings of the Board of Supervisors and advises the Board on technical and policy matters.Prepares reports and make presentations to the public and the media, including promoting awareness of the Department's programs and services.Confers with other departments and agencies regarding cooperation and assistance on matters of mutual concern.Develops and prepares the Department's annual budget and supervises the expenditure of funds.Plans and supervises the selection, training, discipline, and evaluation of personnel.Attends various meetings and conferences.Performs other duties as assigned.
Minimum Qualifications
Knowledge of:
Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.Administrative principles, practices, and methods including goal setting, program development, implementation and evaluation, policy and procedure development, quality control, and work standards.Applicable administrative federal, state, and local laws and regulations applicable to the administration of child support enforcement programs and the collection and enforcement of child support payments.Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.Principles and practices of family support law and legal procedures to people from various socioeconomic and educational backgrounds.Public agency budget development, contract administration, and county-wide administrative practices related to the functions assigned.Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and County staff.The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.Ability To:
Develop and implement goals, objectives, practices, policies, procedures, and work standards.Provide administrative and professional leadership and direction for the Department of Child Support Services and the County.Prepare and administer large and complex budgets; allocate limited resources in a cost-effective manner.Plan, organize, direct, and coordinate the work of supervisory, professional, technical, and administrative support staff; delegate authority and responsibility.Select, train, motivate, and evaluate the work of staff and train staff in work procedures.Research, analyze, and evaluate new service delivery methods, procedures, and techniques.Work effectively under stress and in urgent situations.Comprehend complex contracting, organizational, financial and related problems and objectives and develop and execute appropriate plans to the benefit of the County.Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective staff reports.Effectively represent the department and County in meetings with governmental agencies, community groups, various business, professional, and regulatory organizations, and in meetings with individuals.Understand, interpret, and apply all pertinent laws, regulations, codes, and ordinances and County policies and procedures relevant to work performed.Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.Effectively use computer systems, software applications relevant to work performed and modern business equipment to perform a variety of work tasks.Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.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:
Bachelor's degree from an accredited college or university in Public or Business Administration, Accounting, Behavioral Sciences, or a related field; and
Five (5) years professional administrative management experience in a social services agency, including three (3) years of supervisory experience. Knowledge of federal and state funding requirements highly desired.
Certifications and Licenses:
Must possess a valid US driver's license upon date of application. Must obtain California driver's license following hire date per California DMV regulations.Environmental Factors and Conditions/Physical Requirements
PHYSICAL DEMANDS
Mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various County sites; primarily a sedentary office classification although standing in work areas and walking between work areas may be required; occasionally bend, stoop, kneel, reach, push and pull drawers open and closed to retrieve and file information; ability to lift, carry, push and pull materials and objects up to 30 pounds.Vision to read printed materials and a computer screen.Hearing and speech to communicate in person and over the telephone.Finger dexterity is needed to access, enter and retrieve data using a computer keyboard or calculator and to operate standard office equipment.WORKING CONDITIONS
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.EQUIPMENT AND TOOLS UTILIZED
Equipment utilized includes motor vehicle, personal computer, fax machine, and standard office equipment.
Disaster Service Worker
All Butte County employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker related training as assigned, and to return to work as ordered in the event of an emergency.
Appointed Department Head Resolution
THESE BENEFITS DO NOT APPLY TO EXTRA HELP EMPLOYEES
Cell Phone Allowance:County issued cell phone or $70/month allowance with appointing authority approval.
Auto Allowance:$620/month.
Holidays:12 paid holidays per year.
Vacation:0-4.99 years: 15 days/yr.; 5-9.99 years: 20 days/yr.; 10-19.99 years: 25 days/yr.; 20+ years: 27 days/yr. Note - accrued vacation leave may not be used until after six months of employment.
Administrative Leave:10 days per year.
Sick Leave:96 hours of sick leave are earned each year with no maximum accrual.
Bereavement Leave:Maximum of 40 hours for each occurrence in the immediate family.
Health Plan including Dental Insurance and Vision Insurance:Coverage under the Butte County Health Plan is for employees and their eligible dependents. Depending upon the plan selected by the employee, the County contributes a substantial amount of the total cost of the complete health package, which consists of medical, vision, and dental insurance. Currently, the amount the County contributes for family coverage is $1519.42/month. For those employees who have health coverage from other sources, and who elect to not participate in the Butte County Health Plan, the County offers a monthly taxable Cash-Back allowance. The current of the taxable Cash-Back allowance is $503.34 per month (prorated for less than fulltime employees). This benefit is $300 per month for Employees hired on or after January 1, 2014.
Life Insurance:The County provides $25,000 in life insurance with additional coverage available at a minimal cost.
Retirement (Non-Safety):The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.
"Classic Members"- 2% @ 55 . Final compensation based on Single Highest Year. Employee responsible for full 7% employee share effective 1/1/2013.
"New Members" to PERS- 2% @ 62 . Final compensation based on Highest Three Year Average. Employee responsible for one half (1/2) the normal cost of the CalPERS Pension. As of 10/1/13 this rate will be 11.0%"New Member" is defined by law (PEPRA) as an " 1)
individual who has never been a member of any public retirement system prior to 1/1/2013 or
2)
An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was previously a member of a public retirement system, but who was not subject to reciprocity. or
3)
An individual who was an active member in a public retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer
Retirement (Safety):The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.
"Classic Members"- 2% @ 50 . Final compensation based on Single Highest Year. Employee responsible for full 9% employee share effective 1/1/2013.
"New Members" to PERS- 2.7% @ 57 . Final compensation based on Highest Three Year Average. Employee responsible for one half (1/2) the normal cost of the CalPERS Pension. As of 10/1/13 this rate will be 11.0%"New Member" is defined by law (PEPRA) as an " 1)
individual who has never been a members of any public retirement system prior to 1/1/2013 or
2)
An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was previously a member of a public retirement system, but who was not subject to reciprocity. or
3)
An individual who was an active member in a public retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer
Deferred Compensation:The County offers a 457 Deferred Compensation program. Deposits into this plan are strictly voluntary and are made through a payroll deduction on a tax-deferred basis. The County does not make contributions to the employees' Deferred Compensation accounts.
Disability Insurance:For short-term disability, the County participates in California State Disability Insurance (SDI) fund. County employees are also covered by an employee-paid long-term disability program. The long-term disability insurance benefit is 60% of the disabled employee's biweekly wage.
Flexible Spending Program:County employees can elect to participate in a Flexible Spending Program. This program allows employees to use pre-tax dollars to pay for certain health care and/or dependent care expenses. In addition, employees can choose to have their portion of the monthly Health Plan premium withheld from their checks on a pre-tax basis as well. Generally, employees who participate in the Flexible Spending Program have less taxes withheld for their payroll checks than if they had elected not to do so.
Tuition Reimbursement:Up to $500/year.
Employee Assistance Program (EAP):The County of Butte provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services.Refer to specific labor agreements (Appointed Department Head Resolution) for additional benefit information.
BUTTE COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER
Any information on this page or links is subject to change without notice.
Butte County Human Resources Department3 County Center Drive, Oroville, CA 95965(530) 552.3552
Comments, please email:
$146,274.00 - $176,991.00 Annually
Location :
Oroville, CA
Job Type:
Regular Help
Job Number:
2410600358
Department:
Child Support Services Department
Opening Date:
10/28/2024
Closing Date:
11/18/2024 11:59 PM Pacific
Summary
To view the informational brochure and learn more about this exciting career opportunity with Butte County, click
Please submit your resume and cover letter to no later than Monday, November 18
, 2024.
If you have additional questions please contact Human Resources at (530) 552.3552.
DEFINITION
This position operates under the policy direction from the Board of Supervisors and administrative direction from the Chief Administrative Officer. The incumbent is responsible for planning, managing, and overseeing the programs and activities of the Department of Child Support Services. This includes directing investigative and legal services related to child support programs, as well as establishing, processing, and enforcing child support obligations. The incumbent fosters community engagement and support to help achieve the goals of the State Department of Child Support Services, ensures program compliance with State and Federal regulations, and performs related duties as required.
SUPERVISION RECEIVED AND EXERCISED
Receives administrative direction from the Chief Administrative Officer. Exercises general direction and supervision over management, supervisory, professional, technical, and administrative support staff through subordinate levels of supervision.
CLASS CHARACTERISTICS
This is an at-will department head position that oversees and directs all activities of the Child Support Services Department, including short and long-term planning as well as development and administration of all departmental policies, procedures, and services. The Incumbent evaluates organizational strategies, provides executive oversight relative to department operations, and utilizes resources in achievement of department goals and objectives.
Essential Job Functions
Typical functions may include any of the following tasks, knowledge, abilities, and other characteristics. The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities. Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.
Develops, directs, and coordinates the implementation of goals, objectives, policies, procedures, and work standards for the department; establishes, within County policy, appropriate budget, service, and staffing levels.Selects, trains, motivates, and directs assigned staff; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; works with employees on performance issues; implements discipline and termination procedures; responds to staff questions and concerns.Contributes to the overall quality of the department's service by developing, reviewing, and implementing policies and procedures to meet legal requirements and County needs; continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures;Monitors developments in legislation related to child support services matters, evaluates their impact upon County operations, and recommends and implements policy and procedural improvements.Directs staff in the planning, coordination, and implementation of the countywide child support program, including establishment of paternity and court orders for child support, performance of enforcement activities, collection and distribution of child support to custodial parents, and investigation and referral of cases for criminal prosecution for willful non-payment of support.Oversees the development, review, establishment, and implementation of operational policies, procedures, and practices, including the formulation and evaluation of performance measures and long-range strategic plans, and ensure program conformance to federal and state child support laws, regulations, and court decisions.Confers with the State Department of Child Support Services regarding budget, child support computer applications, policies and legislation.Attends meetings of the Board of Supervisors and advises the Board on technical and policy matters.Prepares reports and make presentations to the public and the media, including promoting awareness of the Department's programs and services.Confers with other departments and agencies regarding cooperation and assistance on matters of mutual concern.Develops and prepares the Department's annual budget and supervises the expenditure of funds.Plans and supervises the selection, training, discipline, and evaluation of personnel.Attends various meetings and conferences.Performs other duties as assigned.
Minimum Qualifications
Knowledge of:
Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.Administrative principles, practices, and methods including goal setting, program development, implementation and evaluation, policy and procedure development, quality control, and work standards.Applicable administrative federal, state, and local laws and regulations applicable to the administration of child support enforcement programs and the collection and enforcement of child support payments.Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.Principles and practices of family support law and legal procedures to people from various socioeconomic and educational backgrounds.Public agency budget development, contract administration, and county-wide administrative practices related to the functions assigned.Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and County staff.The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.Ability To:
Develop and implement goals, objectives, practices, policies, procedures, and work standards.Provide administrative and professional leadership and direction for the Department of Child Support Services and the County.Prepare and administer large and complex budgets; allocate limited resources in a cost-effective manner.Plan, organize, direct, and coordinate the work of supervisory, professional, technical, and administrative support staff; delegate authority and responsibility.Select, train, motivate, and evaluate the work of staff and train staff in work procedures.Research, analyze, and evaluate new service delivery methods, procedures, and techniques.Work effectively under stress and in urgent situations.Comprehend complex contracting, organizational, financial and related problems and objectives and develop and execute appropriate plans to the benefit of the County.Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective staff reports.Effectively represent the department and County in meetings with governmental agencies, community groups, various business, professional, and regulatory organizations, and in meetings with individuals.Understand, interpret, and apply all pertinent laws, regulations, codes, and ordinances and County policies and procedures relevant to work performed.Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.Effectively use computer systems, software applications relevant to work performed and modern business equipment to perform a variety of work tasks.Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.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:
Bachelor's degree from an accredited college or university in Public or Business Administration, Accounting, Behavioral Sciences, or a related field; and
Five (5) years professional administrative management experience in a social services agency, including three (3) years of supervisory experience. Knowledge of federal and state funding requirements highly desired.
Certifications and Licenses:
Must possess a valid US driver's license upon date of application. Must obtain California driver's license following hire date per California DMV regulations.Environmental Factors and Conditions/Physical Requirements
PHYSICAL DEMANDS
Mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various County sites; primarily a sedentary office classification although standing in work areas and walking between work areas may be required; occasionally bend, stoop, kneel, reach, push and pull drawers open and closed to retrieve and file information; ability to lift, carry, push and pull materials and objects up to 30 pounds.Vision to read printed materials and a computer screen.Hearing and speech to communicate in person and over the telephone.Finger dexterity is needed to access, enter and retrieve data using a computer keyboard or calculator and to operate standard office equipment.WORKING CONDITIONS
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.EQUIPMENT AND TOOLS UTILIZED
Equipment utilized includes motor vehicle, personal computer, fax machine, and standard office equipment.
Disaster Service Worker
All Butte County employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker related training as assigned, and to return to work as ordered in the event of an emergency.
Appointed Department Head Resolution
THESE BENEFITS DO NOT APPLY TO EXTRA HELP EMPLOYEES
Cell Phone Allowance:County issued cell phone or $70/month allowance with appointing authority approval.
Auto Allowance:$620/month.
Holidays:12 paid holidays per year.
Vacation:0-4.99 years: 15 days/yr.; 5-9.99 years: 20 days/yr.; 10-19.99 years: 25 days/yr.; 20+ years: 27 days/yr. Note - accrued vacation leave may not be used until after six months of employment.
Administrative Leave:10 days per year.
Sick Leave:96 hours of sick leave are earned each year with no maximum accrual.
Bereavement Leave:Maximum of 40 hours for each occurrence in the immediate family.
Health Plan including Dental Insurance and Vision Insurance:Coverage under the Butte County Health Plan is for employees and their eligible dependents. Depending upon the plan selected by the employee, the County contributes a substantial amount of the total cost of the complete health package, which consists of medical, vision, and dental insurance. Currently, the amount the County contributes for family coverage is $1519.42/month. For those employees who have health coverage from other sources, and who elect to not participate in the Butte County Health Plan, the County offers a monthly taxable Cash-Back allowance. The current of the taxable Cash-Back allowance is $503.34 per month (prorated for less than fulltime employees). This benefit is $300 per month for Employees hired on or after January 1, 2014.
Life Insurance:The County provides $25,000 in life insurance with additional coverage available at a minimal cost.
Retirement (Non-Safety):The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.
"Classic Members"- 2% @ 55 . Final compensation based on Single Highest Year. Employee responsible for full 7% employee share effective 1/1/2013.
"New Members" to PERS- 2% @ 62 . Final compensation based on Highest Three Year Average. Employee responsible for one half (1/2) the normal cost of the CalPERS Pension. As of 10/1/13 this rate will be 11.0%"New Member" is defined by law (PEPRA) as an " 1)
individual who has never been a member of any public retirement system prior to 1/1/2013 or
2)
An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was previously a member of a public retirement system, but who was not subject to reciprocity. or
3)
An individual who was an active member in a public retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer
Retirement (Safety):The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.
"Classic Members"- 2% @ 50 . Final compensation based on Single Highest Year. Employee responsible for full 9% employee share effective 1/1/2013.
"New Members" to PERS- 2.7% @ 57 . Final compensation based on Highest Three Year Average. Employee responsible for one half (1/2) the normal cost of the CalPERS Pension. As of 10/1/13 this rate will be 11.0%"New Member" is defined by law (PEPRA) as an " 1)
individual who has never been a members of any public retirement system prior to 1/1/2013 or
2)
An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was previously a member of a public retirement system, but who was not subject to reciprocity. or
3)
An individual who was an active member in a public retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer
Deferred Compensation:The County offers a 457 Deferred Compensation program. Deposits into this plan are strictly voluntary and are made through a payroll deduction on a tax-deferred basis. The County does not make contributions to the employees' Deferred Compensation accounts.
Disability Insurance:For short-term disability, the County participates in California State Disability Insurance (SDI) fund. County employees are also covered by an employee-paid long-term disability program. The long-term disability insurance benefit is 60% of the disabled employee's biweekly wage.
Flexible Spending Program:County employees can elect to participate in a Flexible Spending Program. This program allows employees to use pre-tax dollars to pay for certain health care and/or dependent care expenses. In addition, employees can choose to have their portion of the monthly Health Plan premium withheld from their checks on a pre-tax basis as well. Generally, employees who participate in the Flexible Spending Program have less taxes withheld for their payroll checks than if they had elected not to do so.
Tuition Reimbursement:Up to $500/year.
Employee Assistance Program (EAP):The County of Butte provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services.Refer to specific labor agreements (Appointed Department Head Resolution) for additional benefit information.
BUTTE COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER
Any information on this page or links is subject to change without notice.
Butte County Human Resources Department3 County Center Drive, Oroville, CA 95965(530) 552.3552
Comments, please email: