Capital Projects Administrator

sjgov•Stockton, CA

3d•Onsite

About The Position

San Joaquin County is recruiting for a Capital Projects Administrator. This is a key leadership position responsible for directing and managing the activities and resources of the Capital Projects Division of the County Administrator's Office. This includes responsibility for financial planning, coordination, project management, monitoring construction management, and forecasting County, space, and facility needs. This class is exempt from the San Joaquin County Civil Service system and is an "at-will" position. Resumes will not be accepted in lieu of an application. A completed application packet, which includes an Employment Application and Supplemental Questionnaire, must be received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. Pre-Employment Background, DOJ Live Scan and Drug Screen: Potential new hires into this classification are required to successfully pass a DOJ Live Scan, a pre-employment background investigation and a pre-employment drug screen as a condition of employment. Final appointment cannot be made unless the eligible has successfully completed the DOJ Live Scan, background process and passed the drug screen. The County pays for the initial drug screen.

Requirements

Advanced principles and practices of capital project management
Administrative principles, practices, and methods, including goal setting, program development, implementation and evaluation, policy and procedure development, and quality control
Modern construction methods and practices
Applicable codes, laws and regulations pertaining to public building projects
Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures
Advanced concepts of cost estimating, budgeting, contract administration, and scheduling techniques
Principles and practices of engineering, architecture, construction, maintenance, and real property transactions
Principles and practices of public administration and local government operations, including accounting, budgeting, organizational planning and analysis, statistical analysis, research methods, and report writing
Principles of facilitation and conflict management
Methods and techniques of long-range capital facilities planning and administration
Contract administration
Land use
Basic computer and modern office automation technology and related software programs

Responsibilities

Plan, direct and coordinate the activities of capital projects and programs
Conceptualize, comprehend, and communicate goals and objectives
Perform complex project management on capital and construction projects
Negotiate design and construction contracts
Plan, develop, implement, and administer large and complex budget and control expenditures
Coordinate, schedule, supervise, and evaluate the work of professional, technical, and support staff
Develop and implement goals, objectives, policies, procedures, work standards and internal controls
Quickly understand problems and develop solutions
Motivate others to achieve project goals
Analyze complex design, construction, and administrative issues
Read and interpret plans, maps, specifications, and manuals, and oversee technical and contractual arrangements
Understand, interpret and apply rules, regulations, and procedures
Establish priorities
Communicate effectively, both orally and in writing
Prepare clear and concise reports
Make presentations in a public setting
Compile, organize and summarize statistical, economic, and technical data
Operate computers and related software
Establish and maintain effective working relationships with County officials, department heads and others at all levels, both internal and external to the County

Benefits

Health Insurance: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of four medical plans: a Kaiser HMO plan, a Sutter Health Plus HMO plan, and two self-funded PPO plans called the Select Plan and Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available.
Dental Insurance: The County provides employees with a choice of four dental plans: Three through Delta Dental and one through United Health Care-Select Managed Care Direct Compensation Plan. The County pays the full premium for all but one Delta Dental Plan (Buy-up), which the employee pays a slightly higher cost. Dependent coverage is available at the employee’s expense.
Vision Insurance: The County provides two vision plan options through Vision Service Plan (VSP). There is no cost for the base plan at employee only coverage. The buy-up plan option has a slightly higher cost. dependent coverage is available at the employee’s expense.
Life Insurance: The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000; 3 but less than 5 years of continuous service: $3,000; 5 but less than 10 years of continuous service: $5,000; 10 years of continuous service or more: $10,000. Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000. Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.
Section 125 Flexible Benefits Plan: This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan and dependent care costs. Annual limits are set by the IRS and may change each year.
Retirement Plan: Employees of the County are covered by the County Retirement Act of 1937.
Deferred Compensation: The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000. The Roth IRA (after tax) is also now available. For members of this unit, the County shall make a contribution equal to 2% of the employee’s base salary to the deferred compensation plan.
Vacation: Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years.
Holidays: 14 paid holidays per year.
Vacation Cash Out: Members shall have the option of purchasing up to eight 8-hour days vacation time once each calendar year from the member’s accumulated vacation with the approval of the County Administrator.
Administrative Leave: Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees. Administrative leave may not be carried beyond to the next fiscal year.
Sick Leave: 12 working days of sick leave annually with unlimited accumulation.
Sick Leave Incentive: An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year.
Bereavement Leave: 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child.
Merit Salary Increase: New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step.
Recruitment Incentives: Upon the request of the Department Head and with the approval of the County Administrator or his designee, the following recruitment incentives may be provided: a) Reimbursement of moving expenses: Actual documented cost of moving to a maximum of $2,000. Costs may include moving expenses, interim housing, and travel expenses related to the move for the candidate and his/her family. Any approved reimbursement shall be made contingent upon employment, in two incremental payments: the first payment after six months of service, the second after twelve months of service. b) Vacation Accrual Rate: The San Joaquin County vacation accrual rate consistent with the candidate’s total years of public service. c) Sick Leave: If the candidate is leaving other employment to accept the San Joaquin County position, credit of the candidate’s actual unreimbursable sick leave hours from the candidate’s last agency will be a maximum of 160 hours. Such hours shall be subject to San Joaquin County’s minimum sick leave cash out provisions.
Educational Reimbursement Program: The County offers an Educational Reimbursement Program which reimburses the employees up to $850 per fiscal year and up to $1,600 per fiscal year for enrollment in an approved career-related course work. Attorney members assigned to this unit may be reimbursed up to $520 as partial payment of California Bar Association dues, not to exceed actual amount of the dues.
Parking Supplemental Downtown: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.
School Activities: Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities.