FLSA: Exempt
DEFINITION
Under general supervision, assists the Director in managing and directing the Library Department; to plan, organize and direct the activities of the library branches; and to provide highly complex staff assistance to the Director of Library Services. The incumbent in this class oversees and directs the operations and activities of all branches.
SUPERVISION RECEIVED AND EXERCISED
Receives administrative direction from the Director of Libraries. Exercises direct supervision over management, supervisory, professional, technical, and administrative support staff through subordinate levels of supervision.
CLASS CHARACTERISTICS
This is a management classification responsible for planning, organizing, reviewing, and evaluating overall policy development for administrative and program services planning, administration and operations within the Libraries.
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.
- In the absence of the Director of Libraries, to assume the responsibility of the Director as needed.
- Assist the Director of Libraries in managing and directing the Library Department.
- Assist in developing Department goals and objectives; assist in the development of and implementation of policies and procedures.
- Assist in planning, organizing and directing activities of library branches.
- Provide management and supervision to branch Librarians.
- Develop and implement branch work plans; assign work activities, projects and programs; monitor work flow; review and evaluate work products, methods and procedures.
- Assist Library Director in preparation and implementation of Library budget; assist in budget implementation; participate in the forecast of additional funds needed for staffing, equipment, materials and supplies.
- Recommend the appointment of personnel; provide or coordinate staff training; conduct performance evaluations; implement discipline procedures as requested; maintain discipline and high standards necessary for the efficient and professional operation of the Department.
- Build and maintain positive working relationships with co-workers, other County employees and the public using principles of good customer service.
- Represent the department to outside agencies and organizations; participate in outside community and professional groups and committees; provide technical assistance as necessary.
- Research and prepare technical and administrative reports; prepare written correspondence.
- Perform related duties as assigned.
Minimum Qualifications
Knowledge of:
- Philosophies and practices of library science, including automation and collection.
- Principles and practices of policy development and implementation; leadership, motivation, team building and conflict resolution.
- Principles and practices of business correspondence and report writing.
- Pertinent local, State and Federal laws, rules and regulations.
- Principles and practices of organizational analysis and management.
- Principles and practices of supervision, training and personnel management.
- Research methods and technologies.
Ability To:
- Organize, direct and implement a comprehensive library services program.
- Analyze budget and technical reports; interpret and evaluate staff reports; know laws, regulations and codes; observe performance and evaluate staff; problem solve Department related issues; remember various rules; and explain and interpret policy.
- Prepare and administer a budget.
- Interpret and explain Department policies and procedures.
- Work with various cultural and ethnic groups in a tactful and effective manner.
- Gain cooperation through discussion and persuasion.
- Establish and maintain effective working relationships with those contacted in the course of work.
- Communicate clearly and concisely, both verbally and in writing.
- Operate a personal computer with standard office software.
Education and Experience:
Master's Degree in Library Science, Education or Information Systems from an accredited college or university; and
Four (4) years of progressively responsible library experience at a senior level, including two (2) years in a supervisory capacity.
Master's Degree from an ALA accredited college or university is desired.
Certifications and Licenses:
- A position assigned to this class may require possession of a valid California Driver’s License.
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 10 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
- Work is performed in an office environment.
EQUIPMENT AND TOOLS UTILIZED
- Equipment utilized includes 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.
Non-Represented Employees Resolution
THESE BENEFITS DO NOT APPLY TO EXTRA HELP EMPLOYEES
Salary Step Increases:
The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% may be given annually until the top of the salary range has been attained.
Cell Phone Allowance:
County issued cell phone or $70/month allowance with appointing authority approval.
Auto Allowance:
$250/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 $1438.42/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.
"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.
"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 (Non-Represented Employees 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 Department
3 County Center Drive, Oroville, CA 95965
(530) 552.3552
Comments, please email: personnel@buttecounty.net
BUTTE COUNTY IS A DESIRABLE PLACE to live, work and play! Located on the east side of Northern California's Sacramento Valley, Butte is the home of California State University, Chico, Oroville Lake Recreation Area, Sierra Nevada Brewery and one of the largest municipal parks in the United States, Bidwell Park. Butte County offers an ideal economic atmosphere and a lower cost of living to a highly educated labor force while being conveniently located within a few hours to metropolitan areas such as Sacramento and the San Francisco Bay Area. Our semi-rural county offers a variety of stunning landscapes, recreational waterways, and urban restaurant and shopping districts. Opportunities for recreation, cultural enrichment and relaxation in a rural environment are endless. Fishing, biking, hiking, camping, gold panning, arts and culture, spas, breweries, golfing, rafting, shopping, festivals, and museums are just some of the options for entertainment in the community. Our community is poised for building with future plans for new housing and development and economic growth is underway. Our County is quiet, rural, resourceful, includes good schools, and is a great place to raise a family. The County of Butte has 23 departments, an annual operating budget of $972 million, employs approximately 2400 employees, and has a permanent population of 208,309 residents. Butte is a Charter County governed by a five-member Board of Supervisors and offers a stable political environment.
External Job Ad
https://www.governmentjobs.com/careers/buttecountyca/jobs/4765280/assistant-director-of-libraries