Job Description:

ABOUT THE POSITION

The County of Riverside Department of Public Social Services (DPSS), Administrative Services Division with the Staff Development Unit, is seeking a qualified Staff Development Manager located in Moreno Valley.

The Staff Development Unit plays an integral role in providing the training that is instrumental in enabling the department to meet the goals of the DPSS strategic objective to attract, develop and retain quality staff. The Staff Development Manager will plan, manage, coordinate, direct, and conduct all staff development and training for Self Sufficiency. The Staff Development Manager exercises administrative direction for staff development and training for DPSS and is expected to manage, direct, and perform various administrative support functions.

The department desires candidates who have experience with methods for determining needs and evaluating training results, Social Service background/knowledge and/or experience with Self Sufficiency, experience with curriculum development, and experience with a Learning Management System (LMS).

Meet the Team!

The County of Riverside Department of Public Social Services is comprised of employees who work collectively and in partnership with community-based organizations to serve the needs of the community.

EXAMPLES OF ESSENTIAL DUTIES

• Manage, plan, organize, and conduct staff development and training programs for DPSS or the County.

• Plan, organize, direct, and conduct administrative and organization studies to assess staff development needs; present findings with program recommendations.

• Review and evaluate the effectiveness of training relative to established goals and objectives, funding guidelines, and legislative requirements.

• Consult with supervisory, management, and administrative personnel to determine training needs.

• Serve as a primary member of the senior management team for the formation of departmental administrative and operational policies and procedures.

• Maintain liaison with representatives of universities and colleges to develop and coordinate courses, workshops, and internship placements.

• Maintain a professional library of current training literature, techniques, and materials.

• Coach and mentor management and supervisory personnel.

• Prepare yearly state plans; oversee training budget; attend bi-monthly fiscal meetings.

• Coordinate supervisory forums and recruit leadership and professional development consultants.

• Conduct program and leadership needs assessments.

MINIMUM QUALIFICATIONS

OPTION I
Education: Graduation from an accredited college or university with a Master's degree, preferably with a major in social work, sociology, behavioral sciences, counseling, or related field to the assignment.

Experience: Two years as a Supervising Staff Development Officer or equivalent class in a public or private agency.

OPTION II
Education: Graduation from an accredited college or university with a Master's degree, preferably with a major in social work, sociology, behavioral sciences, counseling, or related field to the assignment.

Experience: Two years of supervisory level experience in social services or clinical casework in a public or private agency. (One year of full-time paid employee training experience may be substituted for one year of the non-supervisory experience.)

OPTION III
Education: Graduation from an accredited college or university with a Master's degree, preferably with a major in social work, sociology, behavioral sciences, counseling, or related field to the assignment.

Experience: Two years as a faculty member in an accredited graduate school of social work as a teacher of social welfare subjects. (Experience as a teacher of social welfare subjects in an undergraduate curriculum may be substituted on the basis of two years of such experience for up to one year of graduate teaching.)

ALL OPTIONS
Knowledge of: Federal and state laws and regulations regarding employee training requirements and funding guidelines; principles and methods of staff development and employee training; methods for determining training needs and evaluating training results; methods and techniques for conducting analytical studies of administrative and management practices, methods, and procedures; principles of public and/or business administration; social work principles and practices; administrative problems involved in operating a governmental department with several subdivisions and programmatic areas.

Ability to: Develop and install new methods and procedures; direct a program of organizational and procedural analysis and put improvements into practice; work effectively with department personnel to identify training needs; research, analyze, and make recommendations on administrative, management, and procedural practices; prepare clear and concise written and oral reports; make effective presentations of recommendations orally and in writing; direct, supervise, train, and evaluate performance of subordinate personnel; effectively delegate responsibility; analyze situations accurately and initiate appropriate action.

SUPPLEMENTAL INFORMATION

Job Competencies:
• Uses effective and innovative presentation methods.
• Communicates clearly, concisely, and meaningfully in both written and verbal form.
• Demonstrates understanding of client needs and applies professional training techniques to varied situations.
• Identifies and applies competencies to promote professional growth for employees.
• Provides leadership in developing and implementing County-wide training objectives.
• Gains confidence of executive/senior managers and line employees across departmental boundaries.

Veterans' Preference
The County has a Veterans Preference Policy. Upload a copy of your (or your spouse's) Member-4 Form DD-214 (or NGB-22) indicating dates of service, and a copy of your spouse's letter of disability (if applicable) with your application. For privacy reasons, it is recommended that you remove your social security information from the document(s). A Human Resources Representative will review the materials and determine if you qualify for veterans' preference. See the policy here ( Download PDF reader ).

Open to All Applicants
This recruitment is open to all applicants. Qualified applicants may be considered for future vacancies throughout the department.

Applicants who are current County of Riverside employees and/or current employees of DPSS may be considered before other applicants depending on the volume of applications received.

Qualified applicants may be considered for future vacancies throughout the County.

Reasonable Accommodations
The County of Riverside is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter for the position noted above. For additional information and/or to obtain the appropriate form for requesting a reasonable accommodation, please visit the Disability Access Office web page located at: http://dao.rc-hr.com/ .

Application Period
BASED ON THE NUMBER OF APPLICATIONS RECEIVED, THIS POSTING MAY CLOSE WITHOUT NOTICE.

Applications received prior to the closing date will be considered based on the information submitted. Changes or alterations cannot be accepted. All applicants must submit a complete application. No late applications will be permitted. Include relevant work experience details on resume and/or application.

Applicants who fail to provide information demonstrating they possess the position requirements may not be considered further in the application process. A description of job duties directly copied from the job classification or job posting will not be considered.
Upload a copy of any license(s), official/unofficial transcript(s), degrees, and/or related employment documents to your NeoGov account.If your education was completed outside of the United States, you will need to provide a copy of your Foreign Education Equivalency evaluation from a member of the National Association of Credential Evaluation Services ( NACES ) or Association of International Credential Evaluators, Inc. ( AICE ).

For questions regarding this recruitment
Contact Cameron Hacker at chacker@rivco.org with any questions regarding this recruitment.

MEDICAL/DENTAL INSURANCE: A Flexible Benefit Credit is provided on a monthly basis as governed by the Management Resolution or applicable bargaining unit. Vision coverage is provided through Vision Service Plan (VSP) at no cost to employee or eligible dependents.

Note: Employees on assignment through the Temporary Assignment Program (TAP) receive different benefits. See the list here .
MISCELLANEOUS RETIREMENT: County of Riverside has three retirement Tiers through the California Public Employees' Retirement System (CalPERS).

• 
  Tier I (Classic Member - Formula 3% @ 60): Applicable to current and former County of Riverside local miscellaneous employees hired prior to 08/24/2012 and did not withdraw CalPERS contributions. The employee contribution is eight (8%) percent.


• 
  Tier II (Classic Member - Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside. The employee contribution is seven (7%) percent.


• 
  Tier III (PEPRA New Member - Formula 2% @ 62): Applicable to CalPERS local miscellaneous new members hired on or after the implementation of the Public Employees' Pension Reform Act of 2013 (PEPRA) which took effect January 1, 2013. As of July 1, 2020, the employee contribution is 7.25% and subject to change annually.

A new member is defined as any of the following:

A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California Public Retirement System.

A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to that date, but who is not subject to reciprocity upon joining CalPERS.

A member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS agency after a break in service of greater than six (6) months.

CalPERS refers to all members that do not fit within the definition of a new member as "classic members".

Contribution rates are subject to change based on the County of Riverside annual actuarial valuation.

Note:

This summary is for general information purposes only. Additional questions regarding retirement formulas can be sent to retirement@rivco.org or by calling the Benefits Information Line at (951) 955-4981,
Option 2.

If you have prior service credit with another CalPERS agency or within agencies, please contact CalPERS at (888) 225-7377 to determine which retirement tier would be applicable to you. CalPERS is governed by the Public Employees' Retirement Law. The Retirement Law is complex and subject to change. If there's any conflict between this summary and the law, the law will prevail over this summary.
DEFERRED COMPENSATION: Voluntary employee contribution with a choice between two 457 deferred compensation plan options.

401(a) MONEY PURCHASE PLAN: County contribution of $50 per pay period towards choice between two 401(a) plan providers.

ANNUAL LEAVE (Bi-Weekly Accrual):

0 < 36 months = 8.92 Hours
36 to <108>108 or more months = 12.00 Hours

Maximum Annual Leave accumulation is 1,800 hours. Employee may receive pay in lieu of up to 80 hours per calendar year. Agency/Department Head may approve an additional 80 hours.

ANNUAL LEAVE for Unrepresented Management Attorneys: Effective July 12, 2012, the specific affected Unrepresented Management Attorney classifications as stated in Article 22 of the Management Resolution will receive an additional 4 hours per pay period to their Annual Leave accrual. This additional leave accrual will expire at the end of the last pay period in June 2014. In addition, the maximum accrual for Annual Leave (or vacation) will be raised by 200 hours for eligible employees only. Maximum Annual Leave accumulation is 2,000 hours.

HOLIDAYS: Normally 12 paid holidays per year.

BEREAVEMENT LEAVE: 5 days (3 days are County paid; 2 days can be taken through use of accrued leave balances).

BASIC LIFE INSURANCE: $50,000 of term life coverage. Premiums are paid by the County. Additional Supplemental Life plan is available for employee purchase.

LONG-TERM DISABILITY (LTD): Benefit pays 66.67% of earnings to a maximum of $10,000 per month; 30-day waiting period; pays to age 65. Benefit can be coordinated with other available leave balances to provide up to 100% of pay.

POST RETIREMENT MEDICAL CONTRIBUTION: A monthly contribution is made by the County towards retiree health insurance offered through the County as governed by the Management Resolution or applicable bargaining unit.

OTHER: There may be other benefit provisions as specified in the applicable Memorandum of Understanding, Management Resolution, or Salary Ordinance. Please contact the recruiter listed on the job posting directly for more information.

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