Management Analyst Salary $6,943.73 - $8,439.60 Monthly Location 91942, CA Job Type Regular Full-Time Job Number 24-34 Department Police Department Opening Date 09/23/2024 Closing Date 10/21/2024 11:59 PM Pacific + Description + Benefits + Questions Position Summary The City of La Mesa's Police Department is looking for a Management Analyst to serve as the police station facility manager, responsible for overseeing all aspects of maintenance contracts, inspections, and related projects as well as manage the Police Department's vehicle fleet, including overseeing the research, budgeting, purchasing, outfitting, disposal and maintenance contracts of all department vehicles. The incumbent in this position will also serve as backup to the Police Services Manager and assist with complex records requests and service audits. Management Analyst's in general perform a wide variety of professional-level analytical and administrative duties in support of assigned functions and operations of the department, and/or division they work in, including special projects, research studies, budget analysis and other specialized functions. Management Analyst coordinate and perform a variety of contract and grant administration duties; prepare various reports to improve the efficiency and effectiveness of operations; coordinate assigned activities with other departments, divisions, outside agencies, and the general public; provide information and assistance to the public regarding assigned programs and services; and perform other duties as required. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit. Work is normally reviewed only on completion and for overall results. Key Responsibilities The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. + Perform a wide variety of professional level research, administrative, and analytical duties in support of various administrative operations and activities within assigned area of responsibility including special projects, research studies, budget analysis, and other specialized functions. + Prepare and present comprehensive technical, administrative, and financial analytical and statistical reports that present and interpret data, identify alternatives, and present and justify conclusions, forecasts, and recommendations based on data summaries and other findings. + Implement new systems, methods and procedures; monitor program progress in meeting goals and objectives; conduct updates with management staff to inform and advise on project progress; make adjustments as necessary. + Participate in the budget development and administration for assigned area of responsibility; analyze proposed capital, personnel, operating, and maintenance expenditures; prepare reports and analyses related to impact of budgetary decisions; prepare multi-year financial forecasts; track and monitor budget expenditures. + Plan, coordinate and evaluate activities associated with assigned contracts; participate in research and evaluation of proposed contractual obligations and agreements; assists in contract negotiations and administration; monitor compliance with applicable contractual agreements. + Oversee assigned services and project activities with other City groups, boards, committees, task forces, external organizations, and the general public. + As assigned, plan, coordinate, evaluate, and participate in special projects including research of new programs and services, budget analysis and preparation, and feasibility analyses; prepare and present reports. + Conduct surveys and perform research and statistical analyses on administrative, fiscal, personnel, and operational issues. + Provide assistance in resolving operational and administrative issues; identify issues and conduct research to find alternative solutions; make and assist in the implementation of recommendations. + Coordinate grant application activities; prepare, write, and review, grant applications; monitor existing programs for compliance with regulations. + Analyze federal, state, and local legislative proposals for impacts on assigned operations. + Serve as a liaison with public and private organizations, community groups, and other social organizations; provide information and serve as a resource. + Attend and participate in professional group meetings; stay abreast of new trends and developments within assigned area of responsibility. + Maintain awareness of federal, state and local regulations. + Respond to and resolve difficult and sensitive citizen complaints and inquiries. + Perform related duties as required. For more details regarding the duties, responsibilities, and qualification guidelines for this position, please select the following link (https://www.governmentjobs.com/careers/lamesa/classspecs/747466?keywords=management%20analyst&pagetype=classSpecifications) to the job description. Minimum Qualifications Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be: Education/Training: Equivalent to a Bachelor's degree from an accredited college or university with major course work in public or business administration, or a closely related field (coursework in criminal justice is desirable) . A Master's degree is preferred. Experience: Three (3) years of increasingly responsible experience performing professional-level administrative, analytical and/or budgetary work, preferably in a local government environment. Supervisory experience is desirable. License or Certificate: Possession of, or ability to obtain, an appropriate and valid driver's license. Examination Process Interested applicants must submit an online application and supplemental questionnaire. A cover letter and resume is preferred. Candidates whose qualifications must closely meet the needs of the City will be invited to participate in the examination process for this position. The examination process may consist of any or all of the following components: written exam, practical skills assessment, writing assignment and appraisal interview. Eligible candidates will be notified when testing/interview dates have been established. NOTE: Employment is contingent upon successful completion of a thorough Police background and drug screen. *SCHEDULE OF EVENTS Monday, October 21, 2024 - Recruitment Closes Week of November 11 , 2024 - Initial Interview Panel *Please note, all dates and/or timeframes are subject to change. The City of La Mesa is an Equal Opportunity and ADA compliant employer. All qualified candidates and veterans are welcome to apply! General: Management benefits are provided at the direction of the City Manager. The City Manager may periodically adjust the Management benefits package. Although Management employees are not represented, certain Management benefits are administered according to the terms of other bargaining unit MOUs. These MOUs and applicable policies and procedures may be consulted for guidance when determining if/how other benefits afforded to represented employees should be applied to Management employees. Exceptions to Management benefits, as summarized in this document, may be made by the City Manager. In the case of any dispute or question concerning the application of Management benefits, the matter shall be decided by the City Manager. Retirement: All regular City employees are members of the California Public Employees' Retirement System (CalPERS). Non-safety employees are enrolled in one of the following retirement formulas based on date of hire. Additional benefits are provided in accordance with the City’s CalPERS contract. Retirement Formula and cost sharing Tier 1 - Hired on January 21, 2011 through December 31, 2012 = 2.5% @ 55 Employee Contribution = 8% Employee Cost Sharing = 1.5% Final Compensation = 1 Year PEPRA - Hired on or after January 1, 2013 = 2% @ 62 Employee Contribution = 7.75% Employee Cost Sharing = 0% Final Compensation = 3 Years * CalPERS Classic Members hired on or after January 1, 2013 will be enrolled in the Tier 1 retirement formula. Vacation: Employees accrue vacation based on years of service as follows: 0 – 60 Months: 80 hours a year 61 – 120 Months: 120 hours a year Over 120 Months: 160 hours a year Once an employee reaches the maximum accumulation of vacation hours (two and one-half times the annual allowance), the employee will not accumulate additional vacation until the vacation time is reduced below the maximum allowable. Vacation Buy Back: Management employees may sell back anywhere from 40 to 80 hours of vacation in December of each year, based on their number of years of service. To be eligible Management employees must have used at least 80 hours of vacation and/or Administrative Leave during that year. The year begins and ends with the second pay period in November. Years of Service Vacation Hours Available to Sell Back 0 – 36 Months: 40 37 - 60 Months: 50 61 - 90 Months: 60 91 - 120 Months: 70 Over 120 Months: 80 Sick Leave: Earned at the rate of 3.692 hours per pay period (96 hours per year). Sick Leave Conversion: Employees may convert a portion (above 192 hours) of accumulated sick leave to an equal amount of vacation or pay, based on the formulas below. For purposes of this program, usage is calculated using a defined (12) month period that begins and ends with the first pay period in November. Sick leave conversion for regular part-time employees will be pro-rated based on the regularly scheduled hours compared to a 40-hour workweek. Unused Sick Leave Reimbursement: Employees with ten (10) or more years of service shall be paid an amount equal to 50 percent of a maximum of 150 days (1200 hours) of the current cash value of the unused sick leave credited to his or her account upon normal or disability retirement, or death. Employees with ten (10) or more years of service, who terminate for reasons other than retirement or death, shall be paid an amount equal to 25 percent of a maximum of 150 days (1200 hours) of the current cash value of the unused sick leave credited to his or her account. Safety Management employees are also eligible to convert unused sick leave to additional service credit as provided in the City’s CalPERS contract. Any sick leave converted to cash will reduce the available time for conversion to years of service through CalPERS. Holidays: All employees shall be granted the following holidays, or the days celebrated for these holidays, with pay: New Year’s Day Dr. Martin Luther King Jr.’s Birthday Memorial Day Juneteenth Independence Day Labor Day Veteran’s Day Thanksgiving Day Friday after Thanksgiving Christmas Eve Christmas Day In addition, Management employees receive three floating holidays annually (Admission Day, Cesar Chavez’s Birthday, and Presidents Day). Unused floating holiday time may be accumulated from year to year without limit for employees hired prior to July 1, 1991. For employees hired on or after July 1, 1991, unused floating holidays may be accumulated up to a maximum of 180 hours. Additional floating holiday time will not be credited to an employee hired on or after July 1, 1991 if that employee has 180 hours accumulated holiday leave on the books at the time that the floating holiday occurs. *Police Lieutenants are provided with an up-front posting of Holiday hours in accordance with the MOU for the La Mesa Police Officers’ Association. Appointees to Police Lieutenant shall receive a prorated share of Holiday hours when appointed during the year. Police Lieutenants do not observe the holiday schedule listed above. Holiday Closure: All covered employees recognize that the City will close City Hall, the Public Works yard and Community Services for the work days between the observed Christmas holiday and the observed New Years' Day holiday (typically 4 days). The City agrees to cover 50% of the closed days, and employees agree to use their own accrued leave (i.e., vacation, holiday or comp time only, not to include sick leave) during the remaining closed days (50/50 split between City and Employees). If an employee has worked for the City for less than 6 months, the City will advance employee vacation leave to cover any otherwise unpaid time off during this period (50%). Once employee begins accruing vacation leave, the credit for the new vacation leave hours shall reduce the negative "advanced" vacation leave before any positive vacation leave hours are credited. If employee separates from the City and maintains a negative vacation leave balance due to the advancement of vacation leave by the City due to the holiday closure, the City shall deduct the vacation leave advancement proceeds from their final paycheck. If an employee has worked for the City more than 6 months and does not have enough accrued leave as noted above to cover the time off, employee shall be placed on a leave without pay status. Should an employee affected by the holiday closure desire not to use their available accrued leave as noted above during all or part of the closure, the employee shall make a request for unpaid leave during the closure to the Department Head. Said Department Head shall consider each request on a case-by-case basis; however, the Department Head's decision shall be final. At the Department Head's discretion, some employees may be required to work some or all of these days based on the operational needs of the City. Promotions to Exempt Management Positions: Upon appointment to an exempt Management position, an employee will have up to six months to exhaust his/her Compensatory Time Off (CTO) bank. After six months, any remaining CTO balance shall be cashed-out at the employee’s regular rate of pay. Payment shall be computed using the regular rate of pay at the time of payment. Promotions to Fire Division Chief: Appointees to the position of Fire Division Chief (if promoted from suppression) shall have their sick leave and combined vacation/holiday banks reduced to ensure that the number of leave hours accumulated is commensurate with the employee’s work schedule. The balance of the employee’s sick leave and combined vacation/holiday banks at the time of promotion shall be multiplied by a factor of .7142. This factor is calculated by dividing 40 by 56. Following the reduction, all vacation/holiday hours shall be put in the employee’s vacation bank. In addition the employee shall begin receiving Floating Holidays in the same manner as other Management employees. If the converted leave exceeds the employee’s new vacation accrual limit, excess leave shall be placed into the employee’s Floating Holiday bank. Administrative Leave / Auto Allowance: Executive Directors 80 hours Administrative Leave per calendar year (use or lose) $375 per month Auto Allowance ($0 if issued a City vehicle) Assistant City Manager City Clerk Deputy Fire Chief Director of Human Resources* Director of Community Development Director of Community Services Director of Finance Director of Public Works/City Engineer Police Chief Records & Elections Manager Division Managers 64 hours Administrative Leave per calendar year (use or lose) $250 per month Auto Allowance ($0 if issued a City vehicle) Asst. Director of Public Works Asst. Director of Community Development Building Official Communications Manager Community Services Manager Finance Manager Fire Division Chief Fire Marshal Human Resources Manager Human Resources/Risk Manager Information Technology Manager Police Captain Risk Manager Senior Planner Superintendent of Public Works Asst. to the City Manager Engineering Project Manager Other Management 40 hours Administrative Leave per calendar year (use or lose) $150 per month Auto Allowance ($0 if issued a City vehicle) Building Inspection Supervisor Public Works Operations Manager Management Analyst Purchasing Officer Police Lieutenant (See note below Senior Accountant regarding auto allowance) Senior Management Analyst Police Services Manager NOTES: + Appointees to Management positions shall receive a prorated share of Administrative Leave when appointed during the year. + Some positions are provided with take-home vehicles in lieu of auto allowance. + In September 2007, Police Lieutenants stopped receiving auto allowance of $125 per month and had their monthly salary increased by $125. + Management employees receiving an auto allowance are expected to use their personal vehicle for normal business travel within San Diego County. Use of a City vehicle for special circumstances must be approved by the employee’s Department Head. + Pursuant to La Mesa Municipal Code Section 2.16.150, all employees in the positions listed under Executive Directors and Division Managers who were hired on or after November 25, 2014 are “at-will” employees and serve at the pleasure of the City Manager. At-will employees do not serve a probationary period; they remain at-will for the duration of their employment. Use of Paid Leave for Exempt Management Employees: Management employees are expected to charge appropriate leave banks for absences of over two hours. Management employees are not required to charge their leave banks for absences of two hours or less. Use of Paid Leave Upon Resignation: An employee who resigns shall not use paid leave to extend his/her resignation date. The last day worked shall be considered the date of resignation, and compensable accrued paid leave shall be paid off in lump sum. Out-Of-Class Pay: Management employees may receive Out-Of-Class Pay when they are temporarily assigned to a higher job classification for a minimum of 40 hours. Recommendations for Out-Of-Class Pay shall be approved by the City Manager. Out-Of-Class Pay shall be at least five (5) percent above the employee’s regular rate. Salary Review: Management employees are eligible for a review of their salary following the completion of six months of service. Thereafter, Management employees are eligible for annual salary reviews. Merit increases shall be based on satisfactory performance evaluations. Salary increases generally occur in 5% increments. Salary increases of less than 5% or greater than 5% shall be approved by the City Manager. *Cafeteria Plan: The City offers a Cafeteria-style plan in which each employee receives a fixed amount of FlexNet credits to purchase health coverage. Health coverage is available through CalPERS. Dental is available through MetLife. A Vision Plan is available through EyeMed. Effective the first full pay period in January 2024, the City shall make contributions to the cafeteria benefit plan according to the following formulas: EMPLOYEE ONLY $754.72 per month EMPLOYEE + 1 DEPENDENT $1,294.32 per month EMPLOYEE + 2 OR MORE DEPENDENTS $1,694.58 per month Management and Police Management WAIVE CITY HEALTH INSURANCE COVERAGE $115.00 per month (taxable income) Fire Management WAIVE CITY HEALTH INSURANCE COVERAGE $216.67 per month (taxable income) *Effective the first full pay period on or after January 1, 2025, the cafeteria contributions will change from a flat amount to 90% of the average premium of that year for the Sharp and Kaiser plans. Flexible Spending Account(s): Employees may also contribute pre-tax earnings into the City’s Section 125 Flex Spending plan. Employees may make contributions for both health and dependent care reimbursement. Life Insurance: The City pays for the cost of life insurance in an amount equal to the employee’s annual compensation. In addition, Management employees are provided with an additional $25,000 in coverage. Employees may purchase voluntary life insurance up to 5x annual compensation (maximum of $500,000) at a monthly cost of $0.95 cents per $10,000 of coverage. The City also purchases $5,000 in life insurance for a Spouse and $2,500 for each eligible Dependent Child. Spouse voluntary life insurance may be purchased in units of $5,000 but cannot exceed 50% of the employee benefit. Child life insurance may be purchased in units of $2,000 up to $10,000. Long Term Disability Insurance: The City pays for the cost of a Long-Term Disability plan. The plan pays up to 66-2/3% of the first $11,244 of salary per month ($7,500 benefit amount). Benefits begin on the first day after 30 days of disability and continue through disability up to age 65. Accident Indemnity/Critical Illness: The City provides voluntary benefits through The Standard. The personal Accident plan features benefits for emergency treatment, follow-up treatment, initial hospitalization, hospital confinement, physical therapy, accidental death, and other wellness benefits. The Critical Illness plan features benefits for heart attack, stroke, invasive cancer, major organ failure, and health maintenance screening wellness benefits. Employee Assistance Program (EAP): Provides confidential professional assistance to employees and family members who are experiencing personal problems (six sessions per EAP issue). There is no cost to the employee for EAP counseling. If further treatment is recommended, there may be costs to the employee and/or benefits may be coordinated with individual medical insurance plans. Deferred Compensation: City employees have the opportunity to build their retirement savings and reduce taxable income by participating in the City’s Section 457 deferred compensation program or the post- tax 457 Roth deferred compensation program. The City’s plan is administered by Mission Square Retirement Corporation (formerly ICMA-RC). Participation is handled through payroll deduction. The City does not make any contributions to this plan. Tuition Reimbursement: The City provides up to $3,000 in tuition reimbursement per fiscal year for pre-approved college courses. $500 of that amount may be used for job-related non-college courses. Technology Allowance: Technology allowance provides eligible employees with the option of receiving a monthly allowance for personal cellular telephones, internet, routers, tablets, personal computers, and other related computing equipment to conduct work. Please reference Administrative Instruction A-23 for policy details. + Mayor and City Council: $100/month + Senior Management Employees: + City Manager $100/month + City Attorney $100/month + Assistant City Manager: $80/month + Department Directors: $80/month + Other Managers and Supervisors: $60/month + + Assistant Department Directors + Communications Manager + Assistant to the City Manager + La Mesa Police Department Management Staff + Heartland Fire Management Staff + Department Division Managers or Senior Managers + Employees in the IT Division: $120/month + Other Eligible Employees: $40/month Bilingual Pay: Employees who are regularly required to use their bilingual or sign language skills in the performance of their duties may receive an additional $50 per month. Uniform Allowance: Provided to safety Management employees in accordance with applicable MOUs. Jury Duty: Paid leave is granted to enable a Management employee to fulfill his/her duty as a citizen to serve as a juror, or as a prospective juror, or to serve as a witness in a court action to which the employee is not a party, before a Federal, Superior, or Municipal Court located in the County which the employee resides. Paid Court Leave shall also be granted by the City for employees required by the Court to serve on a Grand Jury. Paid leave shall not be granted when the employee is paid an expert witness fee. Computer Loan Program: Employees may obtain an interest-free loan, up to $2,500, to purchase computers, related equipment, and software. Employees must complete probation before they are eligible to receive benefits under this program. P.O.S.T. Incentive Program: (Sworn Police Management Employees) 1. Police Lieutenant: Employees will receive educational incentive pay based on 5% of Police Lieutenant Step E for an Advanced P.O.S.T., or 10% of Police Lieutenant Step E for a Supervisory P.O.S.T. 2. Police Captain: Employees will receive educational incentive pay based on 5% of Police Captain Step E for a Supervisory P.O.S.T., or 10% of Police Captain Step E for a Management P.O.S.T. The amounts for Advanced, Supervisory, or Management P.O.S.T. educational incentive pay will not be cumulative. Advanced P.O.S.T. educational incentive pay will be replaced by Supervisory P.O.S.T. educational incentive pay when qualifications are met, and Supervisory P.O.S.T. educational incentive pay will be replaced by Management P.O.S.T. educational incentive pay when qualifications are met. Educational incentive pay for Advanced, Supervisory, or Management P.O.S.T. certificates shall be reported to CalPERS as special compensation for Classic CalPERS members only. 01 Each applicant must complete this supplemental questionnaire as part of the application screening and selection process. The information you provide will be reviewed and used to determine your eligibility to continue in the selection process. Resumes in lieu of this questionnaire will not be accepted. Please be as descriptive as possible in your responses. Incomplete responses, false statements, omissions, or partial information may result in disqualification from the selection process. Do you agree to answer each supplemental question truthfully and that your responses can be verified from information included within the application? + Yes + No 02 Please describe the highest level of education completed: + High School Diploma or GED equivalent + Some College + Certificate + Associate's Degree + Bachelor's Degree + Master's Degree 03 How many years of experience do you have performing professional-level administrative, analytical and/or budgetary work? + Less than 6 months + 1-2 years of related experience + 3-5 years of related experience + 5 or more years of related experience + None, I have no experience in the above mentioned areas 04 Do you have experience in any of the following settings? (check all that apply): + Local Government + State or Federal Government + Public Utility + School District + Law Enforcement, Corrections or related + None of the Above 05 Please describe your experience working in a law enforcement environment. If you have not worked in a law enforcement environment, please type n/a. 06 Describe your experience with budgeting. If no experience, type "n/a." 07 Provide an example of innovation that you have introduced to an organization. Required Question Agency City of La Mesa Address 8130 Allison Avenue La Mesa, California, 91942 Phone 619-667-1175 Website http://www.cityoflamesa.us Apply Please verify your email address Verify Email