This Risk Management Specialist recruitment is an Orange County Fire Authority (OCFA) internal recruitment. Only applications from current, qualified OCFA personnel will be accepted.

Your application MUST include all current, relevant OCFA work experience to be considered for this position. Failure to include your OCFA work experience along with any other related qualifying experience in the work history section of your application will result in disqualification from the selection process.

The Orange County Fire Authority (OCFA) is currently recruiting to fill one (1) vacancy for the position of Risk Management Specialist, in the Risk Management Division of the Human Resources Department. This recruitment will be used to fill the current vacancy and establish an eligibility list for future vacancies.

Incumbents are responsible for performing strong paraprofessional level activities in support of the risk management function.

The Risk Management Specialist is the first level in a three level risk management series. The Risk Management Specialist is distinguished from the Risk Management Analyst, which is responsible for performing professional level risk management activities requiring independent judgment.

An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.

Positions in this class typically require grasping, talking, hearing, seeing and repetitive motions.

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the needs of the department.

Before an employee is hired, he/she must successfully complete pre-employment requirements including, but not limited to fingerprinting and background check, reference check, DMV check, licensure/certification check, Oath of allegiance to the United States of America and the State of California, and proof of eligibility to work in the United States in accordance with Immigration and Reform Control Act of 1986. All job offers are contingent upon the successful completion of a pre-employment medical exam including a drug screen through the OCFA's designated physician.

When the recruitment opens for this position, an applicant must submit, during the application filing period, an online application and attach any supplemental information as required in the job announcement which may include submitting responses to a supplemental questionnaire. Online resumes and other unsolicited materials may be attached but will not be considered in lieu of the required online application, unless otherwise specified in the job announcement. The OCFA reserves the right to limit the number of online applications when necessary. Applicants are responsible for maintaining/updating their contact information through the online application system.

The Human Resources Department reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials.

Testing for this position or any other position may include, but is not limited to the following: written exam, practical exam, panel interview, physical ability test, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants.

In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact Duke Steppe, Human Resources Manager at (714) 573-6807 or dukesteppe@ocfa.org at least 72 hours prior to any portion of the examination process.

All recruitment/selection process and requirements will be held in accordance with the OCFA's Selection Rules, which are available for inspection in the Human Resources Department.

The duration of an Eligible List for this recruitment is one (1) year, unless extended or abolished by the Human Resources Director prior to the expiration.

If an applicant chooses to withdraw from this recruitment process, he/she is required to submit an email notification to Duke Steppe, Human Resources Manager at dukesteppe@ocfa.org requesting a withdrawal from the process. The email to the recruiter must include the applicant's current phone number.

All questions regarding this position should be directed to Duke Steppe, Human Resources Manager at (714) 573-6807 or dukesteppe@ocfa.org.

Orange County Employees Association (OCEA) Representation

This classification is represented by the OCEA. Please visit http://www.oceamember.org for additional information.

Base Salary Adjustments: None scheduled.

Merit Salary Increases

Employees are eligible for a merit salary increase (1 to 4 steps) at their six-month review date, and annually thereafter based upon work performance until step 12 of the salary range is reached.

Medical Benefit

Employees have a choice of medical plans under the CalPERS Health Benefits Program and the Authority contributes towards the cost of health premiums as follows:

• 100% of cost for employee only premium, or
• 75% of cost for dependent/family premium

The enrollment period for a new employee is sixty (60) days from the date of employment. The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.

Medical Opt-Out: Effective January 1, 2023, employees who submit sufficient proof of alternate group health insurance may waive coverage and receive the following in bi-monthly taxable cash:

• Full-Time Employees: $274.84 per pay period (excluding PP7 and 20)
• Part-Time Employees: $137.42 per pay period (excluding PP7 and 20)

Please visit CalPERS for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.

OCEA Health & Welfare Benefits Plan

The OCFA contributes to the OCEA Health & Welfare Trust which provides for the following benefits for all employees in regular or limited-term positions represented by OCEA, regardless of membership status:

• Dental (Delta Dental PPO or DeltaCare DHMO)
• Vision (VSP)
• Basic Disability (24 months max benefit period)
• $25,000 Basic Life and Accidental Death and Dismemberment (AD&D) Insurance

With a union membership, employees have the option to purchase additional insurance available through the OCEA.

Retirement

All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.

Legacy General Members: Employees hired on or after December 1, 2012, who establish reciprocity with OCERS are enrolled in the 2% at age 55 retirement formula (Plan N). Employees pays their maximum employee contribution based on age of entry into OCERS (or reciprocal retirement system), including any increases to the maximum employee contribution as calculated by OCERS.

The compensation limit for Legacy members in 2023 is $330,000.

New General Members (PEPRA): Employees hired on or after January 1, 2013, without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employee's retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS).

The compensation limit for PEPRA members in 2023 is $175,250 (non-Social Security participants).

For more information about OCERS retirement, please visit OCERS.

Deferred Compensation

Employees in regular or limited-term positions may voluntarily participate in the Authority's deferred compensation plan. This plan is provided by Nationwide Retirement Services and allows for pre- and post-tax deferrals.

Retiree Health Reimbursement Arrangement

Administrative Managers hired on/after January 1, 2007, are enrolled in a defined contribution retiree health reimbursement arrangement to which they contribute 4.0% of base salary.

Social Security

Orange County Fire Authority employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.

Medicare

Employees contribute 1.45% to Medicare. Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.

Educational Incentive Pay

Employees with college-level semester units, a bachelor's degree, or completion of an approved course from the Universal Technical Institute (UTI) or equivalent, are eligible for educational incentive pay as follows:

• 60+ units or UTI course = 2.5% of base salary per month; or
• 90+ units = 3% of base salary per month; or
• Bachelor's degree = 5.5% of base salary per month

The maximum educational incentive pay an employee may receive is 5.5% of base salary.

Other Specialty Pays / Reimbursements

Employees under special classifications or assignments, or who possess specialized skills/training/certification, may be eligible for other specialty pays. Please refer to the OCEA MOU for further details.

Tuition Reimbursement

Tuition reimbursement is $2,000 per fiscal year to cover certain expenses associated with academic pursuits.

Vacation

Vacation accrual is based on hours of completed continuous service (regular hours) exclusive of overtime:

• Upon employment and up to 3 years, up to 80 hours per year
• After 3 years, but less than 10 years, up to 120 hours per year
• After 10 years, up to 160 hours per year

Holidays

Employees in the General Unit observe 13 holidays within the calendar year:

• New Year's Day
• Martin Luther King Jr.'s Birthday
• Lincoln's Birthday
• President's Day
• Memorial Day
• Independence Day
• Labor Day
• Columbus Day
• Veteran's Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve
• Christmas Day

Full-time twenty-four (24) hour, thirteen (13) hour, and twelve (12) hour workday employees receive nine (9) hours of holiday pay or nine (9) hours of compensatory time.

Full-time ten (10) hour, nine (9) hour, and eight (8) hour workday employees receive holiday pay for the number of hours they are regularly scheduled to work. When a holiday occurs on the employee's day off, the employee receives eight (8) hours of holiday pay or eight (8) hours of compensatory time.

Sick Leave

Sick leave is accumulated from year-to-year and accrues as follows:

• Upon employment, up to 72 hours per year
• After 3 years, up 96 hours per year

At retirement, employees receive a payoff of their sick leave based on their years of full-time continuous service.

Paid Annual Leave (PAL)

After completion of new probation, a full-time employee will be eligible to take up to thirty-six (36) hours of paid time off each year, in addition to his/her accrued time [Part-time employees are eligible for eighteen (18) hours]. PAL is awarded on the first day of pay period 1 of the subsequent year and every year thereafter. PAL cannot be cashed out and must be used by the last day of pay period 26 within the calendar year it is earned.

Uniforms

The Authority provides uniforms to employees in designated positions.

Flexible Spending Accounts (FSAs) :

The OCFA offers regular, limited-term, and probationary employees both a Medical and Dependent Care Flexible Spending Accounts (FSAs), which allows you to contribute pre-tax dollars into an account that can be used throughout the year on qualified medical or dependent care expenses. Participants pay fewer taxes and take home more money.

Behavioral Health and Wellness

OCFA offers a variety of behavioral health and wellness services to our employees and their dependents, including access to the OCFA Peer Support Team Members, OCFA Chaplains, and the Counseling Team International (TCTI). TCTI provides behavioral health and wellness services to public safety agency employees and their eligible family members with confidential professional assistance. Support services include, but are not limited to, the following types of situations: marital and family problems, stress/burnout, anger management, separation/divorce, child/adolescent issues, depression, and critical incident/trauma. TCTI also offers life care resource assistance for childcare, adoption, elderly and senior care, and financial information.

Pet Discount Program

OCFA has partnered with United Pet Care to offer a pet healthcare program. This program helps employees reduce the cost of escalating veterinary bills at an affordable rate. All pets are eligible regardless of their age or medical condition.

Benevolent Association

Employees have the option to join OCFA’s Benevolent Association which was created to "Take Care of Their Own". Included in your $8.00 per pay period cost is $10,000 Member Death Benefit, $4,000 Dependent Death Benefit, $32,500 Annual Scholarships for Members and Dependents., Hardship Grants/Loans, Annual Picnic for Members, Holiday Ball, Retiree Tribute. In addition, Discount Offers- Recreation/Amusement Parks, fitness 19 & 24-Hour Fit. gym membership. Discount Movie Tickets, Angel Baseball Games with Tailgate Party, etc.). In addition, membership allows access to very good supplemental insurances of many type, including Long Term Disability, Long Term Care, Various AFLAC (ICU, Cancer, Accident Inj., CSFA membership, Living Trusts & more. The Family Auxiliary and KIDS Fund (provides monetary assistance only to kids of members), both operate under the Benevolent Assoc. Visit the OCFA Benevolent Association Website for more information or you can watch OCFA Benevolent Association Overview.

Revised 12/30/2022

This benefit summary is intended to provide an easy way for current and prospective employees to access fringe benefit information, including voluntary options. This summary is intended to be accurate, but it is not an official plan document, and has no legal or binding effect as an expressed or implied contract, or otherwise, and does not alter or amend any provision of the Memoranda of Understanding, Personnel and Salary Resolution, retirement contract, insurance policy contract, or any other official document of the Orange County Fire Authority, including Standard Operating Procedures and General Orders. All insurance benefits described in the summary are subject to the terms and limitations of the Orange County Fire Authority's insurance contracts with individual insurance providers.

Should you have any questions pertaining to information in this summary, please contact the Human Resources Department at (714) 573-6800.
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