Salary : $279,770.64 – $362,039.40 Annually
Location : Santa Clara, CA
Job Type: Full-Time
Job Number: 67-23-016
Department: City Manager’s Office
Opening Date: 09/07/2023
Closing Date: 10/6/2023 5:00 PM Pacific
FLSA: Exempt
Bargaining Unit: 9
Description
Applications are being accepted for the position of ASSISTANT CITY MANAGER with the City of Santa Clara.
VIEW OUR RECRUITMENT BROCHURE
APPLICATION DEADLINE: FRIDAY, OCTOBER 6, 2023, 5:00 P.M. (PT)
The City Manager’s Office is seeking a collaborative, innovative, enthusiastic individual with great communication and interpersonal skills to deliver high quality services that meet the community’s needs. The ideal candidate is forward-thinking, possesses excellent political acumen, strong sense of customer service and government service delivery, and ability to lead multiple Department projects and initiatives. The candidate will have strong project management and organizational skills; experience with contract management, and experience with real estate, development, and permit processing is a plus. Successful candidates will have a strong sense of transparency, ethics, and ability to work collaboratively with Departments and community organizations.
Under direction from the City Manager, the Assistant City Manager will oversee Stadium Authority-related operations and projects, including coordination of Stadium Authority capital improvement projects, event operations, permits, contract management, event planning and post-event assessments, neighborhood relations adjacent to the Stadium, and other similar items. In this capacity, the Assistant City Manager will plan, manage and oversee the Stadium Authority’s responsibilities related to Super Bowl LX and World Cup 2026. The Assistant City Manager will also provide contract management oversight of the Santa Clara Convention Center and Discover Santa Clara (DMO)/Tourism Improvement District. The Assistant City Manager will also be responsible for the development and implementation of Council/City Manager policies and initiatives, including street banner policy, naming rights and sponsorship policies, and policy on public service announcements on billboards.
To be considered for this outstanding employment opportunity, please complete an application online by clicking “Apply” above. A Cover Letter and Resume must be submitted with the completed City application. Incomplete applications will not be accepted.
The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws.
City of Santa Clara Benefit Summary Overview for Bargaining Unit #9
Miscellaneous Unclassified Management
This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2023. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.
Retirement:
- Membership in the California Public Employees Retirement System (CalPERS)
- Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly
- New Employees: 2.0% @ age 62 formula – employee pays 7.00% of gross pay
- Employee pays 6.20% up to $9,932.40 (Social Security) and 1.45% (Medicare) of gross pay
Health Insurance:
- City contribution up to $1827.48/month, based on enrollment in a CalPERS health plan
- Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
- Coverage is effective the first of the month after date of hire
- If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash
- An employee hired on or after 1/1/2023 is eligible for a cash-in-lieu benefit of $250/month if they sign an annual attestation and provide proof of Alternative Required Coverage for themselves and their Tax Family, if applicable. Contact Human Resources for more details
Dental Insurance:
- Choice of two Delta Dental plans; enrollment is mandatory
- City pays lowest cost of employee only plan ($22.22 for 2023); additional cost is paid by employee
- Coverage is effective on the first day of the month following three full calendar months of employment
Vision Insurance:
- Choice of two VSP plans
- City pays the lowest cost employee only plan ($9.00 for 2023); additional cost is paid by employee
- Coverage is effective the first of the month after date of hire
Voluntary Employee Beneficiary Association (VEBA):
- City contributes $50.00 a month toward employee’s VEBA account. Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)
- If account balance is less than $2,000 upon separation, then account funds can be used immediately
Life Insurance:
- City pays for $50,000 of Basic Life Insurance coverage. Employer premium is $9.55/month
- Coverage is effective the first of the month after one calendar month of employment
- Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children
State Disability Insurance (SDI):
- Employee pays 0.9% of gross pay; max deduction of $1,378.48 (includes Paid Family Leave)
- 7 day waiting period. Maximum benefit is $1,620/week for absences due to non-work related injuries/illnesses. Benefit is based on earned wages in a specific 12-month period
Paid Family Leave (PFL):
- Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
- No waiting period. Minimum benefit is $50/week. Maximum benefit is $1,620/week. Benefit is based on past quarterly wages
Long Term Disability (LTD) Insurance:
- Benefit is 60% of basic wage up to $13,333; max $8,000/month
- City paid benefit. City pays $.207/$100 of insured earnings
- 60 calendar day waiting period
- Coverage is effective the first of the month after one calendar month of employment
Deferred Compensation:
- Voluntary plan through Nationwide Retirement Solutions
- Employee may contribute up to the lesser of $22,500/year or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules. Employees over 50 years of age may contribute up to $30,000/year
Flexible Spending Account (IRS Section 125 Plan):
- Employee may contribute up to $3050 per year in pre-tax dollars to a health care spending account
- Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account
- Employee may contribute up to $300 per month in pre-tax dollars to a commuter benefit plan
Vacation:
- Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
- For 1 – 4 years of service: 10 days (80 hours)/year
- For 5 – 9 years of service: 15 days (120 hours)/year
- For 10 – 15 years of service: 21 days (168 hours)/year
- For 16 – 20 years of service: 22 days (176 hours)/year
- For 21+ years of service: 24 days (192 hours)/year
Sick Leave:
- Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
- Up to 48 hours/year of accumulated sick leave may be used for family illness
- Up to 32 hours/year of accumulated sick leave may be used for personal leave
Management Leave:
- 120 hours of management leave credited to employees each January 1st
- New employees hired between January 1st and June 30th receive 120 hours of management leave their first year
- New employees hired between July 1st and December 31st receive 60 hours of management leave their first year
Holidays:
- Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)
Mobile Communication Device Allowance:
- $80/month in lieu of carrying a City-issued cell phone
Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle):
- Department Heads receive $320/month (up to $520, with City Manager approval). Other Unit 9 employees can receive $200/month (Up to $500 with City Manager approval)
Tuition Reimbursement Program:
- Up to $2,000 per fiscal year for tuition reimbursement. See CMD 26 for details
Employee Assistance Program:
- Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year; City paid premium is $4.03/month
- Employees may call Managed Health Network (MHN) confidentially at 1-800-227-1060
Retiree Medical Reimbursement Program:
- Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
- Up to age 65, retirees are eligible for reimbursement up to $406/month in 2023 (amount adjusted annually)
- After age 65, retirees are eligible for reimbursement up to $243/month in 2023 (amount adjusted annually)
Alternate Work Schedule:
- An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager’s Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at any time.