Job Description

Salary : $78,977.60 - $96,387.20 Annually
Location : Hanford, CA
Job Type: Full-time permanent
Job Number: 2024-118
Department: Assessor/Clerk/Recorder
Opening Date: 02/19/2025
Closing Date: 3/3/2025 5:00 PM Pacific


JOB OPPORTUNITY
The Assessor's Office is looking for a dynamic Auditor-Accountant to play a key role in financial analysis, budgeting, and property tax auditing. This is an exciting opportunity to apply your expertise in a leadership-driven environment while contributing to the efficiency and transparency of county operations. If you're ready to take on a challenging yet rewarding role with excellent benefits and career growth potential, we want to hear from you! For more information about the Assessor's Office, click .
MANAGEMENT LEVEL II BENEFITS
This position includes management level II benefits which includes CalPERS retirement (see benefits section to determine plan/tier placement), fully paid PPO health, dental, vision and chiropractic health insurance premiums for employee and eligible dependents, onsite health center for employees and eligible dependents on County health insurance, additional 64 hours of management leave annually, and term life insurance.


DISTINGUISHING CHARACTERISTICS
The Auditor-Accountant (Assessor's Office) is a single position classification responsible for fiscal, accounting and statistical activities, fee schedule maintenance and justification; and accounting oversight of the property tax audit program. The incumbent is expected to be fully qualified in both accounting and auditing procedures. The Auditor-Accountant (Assessor's Office) reports directly to the County Assessor/Clerk-Recorder.

DUTY SAMPLE
Duties include but are not limited to those described below. Reasonable accommodation will be made when requested and determined by the County to be appropriate under applicable law.

Performs professional level accounting and auditing duties; plans, organizes, directs, and personally performs fiscal and statistical activities for the department; provides accounting oversight to the property tax audit program; reviews property tax audits performed by Auditor-Appraiser staff for procedural and technical accuracy; prepares for and participates in Assessment Appeals' resolutions and hearings; provides feedback, corrections and suggestions for improvements; personally prepares or oversees the preparation of department and division budgets; reviews, evaluates and recommends changes to the fee schedule; maintains regular financial reports, tracks statistical data and other related information; leads in the development and updating of department fiscal policies, procedures and operations manuals; confers and advises the department head and division managers on policies and procedures related to fiscal, statistical, auditing, and other accounting activities; researches state and County requirements for new or revised programs as operated by the department; analyzes, anticipates, and interprets financial data and trends in order to provide fiscal and programmatic planning; provides professional and technical consultation on complex program matters as they pertain to fiscal, statistical and auditing activities; evaluates effectiveness of programs from a fiscal view point and recommends appropriate modifications; supervises subordinate personnel and/or provides lead supervision to employees on a project basis; reviews and participates in the selection, assignment, training, evaluation and discipline of subordinate staff; represents the department in making presentations, attending meetings, or in matters authorized by the department head.

MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment.

Any combination of education and relevant experience that would likely provide the required knowledge, skills and abilities may qualify for the experience requirement. A typical way to obtain the required knowledge, skills and abilities would be:

Education: Graduation from a four-year accredited college or university with a degree in accounting, finance, business administration, public administration or closely related field. NOTE: A minimum of 18 semester units in Accounting is required for this position regardless of the degree or major course of study. An unofficial copy of your college transcripts are required. Transcripts must be scanned and attached to your online application. NOTE: You may be required to provide the department with an official copy at the department interview.
For more information on how to add attachments to your application, click
Experience: Two years of professional level accounting and/or auditing experience preferably in a governmental agency; OR, Two years of responsible fiscal management/governmental accounting experience or experience in conducting fiscal studies and developing recommendations on a variety of fiscal, organizational or administrative activities preferably in a governmental fiscal or accounting setting.

Special and Desired Requirements: Demonstrated experience in the use of business computers which must include working knowledge of word processing, spreadsheet and presentation software programs. Extensive experience utilizing Microsoft Office Suite programs (i.e. Word, Excel, and PowerPoint) or other complex financial data management system is preferred. Supervision or lead work experience is desirable.

A detailed job specification is available by clicking

SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or a written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST

You must submit a certified DD-214 and a new request form prior to the closing date.
Management Group I = Appointed and elected officials in salary bands.

Management Group II = Middle management (all other management not in Group I or III).

Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff.

VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924

2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours

Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.

3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave cannot be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note) However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over. Effective July 1, 2025, the amount of management vacation time will increase from 64 hours to 80 hours of which will not carry over and may be cashed out in full.

a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date).

b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date).

4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.

5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.

NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.

NOTE: Provisions regarding vacation and management leave do not apply to elected officials.

HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.

Effective May 27, 2024 (pay period 12-2024), the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:

PPO Plan Health/Dental/Vision Plan LevelCounty ShareSingle$746.55Two-Party$1,359.24Family$2,045.22
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.

DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year. Effective January 1, 2025, the County maximum contribution will increase from $2,500 to $3,500 per calendar year.

RETIREMENT/PERS SERVICE CREDIT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status within PERS (Classic or "new member" - see below).


Miscellaneous Non-Safety Management

1. New Members -Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2% at 62 Miscellaneous Plan pursuant to AB 340/SB197 (Pension Reform Act 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee.
2. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 2% at 55 Miscellaneous Plan. These employees pay the entire employee contribution of 7.0% of salary. Such payment shall vest to the employee.

1. The 2% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit.

1. The Miscellaneous Plan has also been modified for employees to have, at their option, the ability to apply to PERS for retirement service credit for their unused sick leave balance. However, the County limits the use of this provision to employees who have not cashed out their sick leave or opted for the Retiree Health benefit.

Safety Management

1. New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2.7% at 57 Safety Plan pursuant to AB 340/SB197 (Pension Reform Act of 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee.

1. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 3% at 55 Safety Plan, which became effective 4/1/02. These employees pay the entire 9% of salary PERS employee contribution. Such payment shall vest to the employee.

1. The 3% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit.

Elected Officials
Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:

Management Group I: $50,000
Management Group II/III: $40,000

LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.

SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment.

b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows:
Service hoursHours EarnedSick leave earned at the rate of (based on hours worked)0 - 10,40080 (10 days).03846210,401 - 20,80088 (11 days).04230820,801 +96 (12 days).046154

Note: Provisions regarding sick leave do not apply to elected officials.

UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCE This Article does not apply to employees who elect the PERS service credit.

a) Management employees hired January 1, 1999 or later, who have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of their separation from Kings County employment will receive a percentage of the dollar value of accrued sick leave (at time of retirement) put into an "account" to be used toward Kings County health insurance premiums, at a rate not to exceed the family option per month until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. The retiree health benefit percentage shall be as follows:
Service HoursPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60040%41,601 and over50%

To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement from County service. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. If the employee dies after retirement (or while still employed in good standing) prior to Medicare eligibility and there is money remaining in the account, the employee's covered dependent(s) may continue to use the account toward Kings County health insurance premiums or Medicare supplemental insurance premiums, if eligible as stated above. Any unused balance in account remains the property of the County.

b) Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows:
Service HoursPercent of Compensation (based on hours)
CashORPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60025%40%41,601 and over30%50%

Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. Any unused balance in the account remains the property of the County.

1. Retiree health benefit option:
To qualify for the retiree health benefit (non-cash) benefit the employees must have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of separation from Kings County employment. A percentage of the dollar value of accrued sick leave (at time of retirement) will be put into an "account" to be used toward Kings County health insurance premiums. The employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement in good standing from County service. Employees electing to utilize the retiree health benefit option must submit their election in writing to the Department of Finance not later than 14 days after the effective date of retirement. If the employee elects the retiree health benefit option, the County will pay up to the family option per month toward the employee's health insurance premium until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. If the retiree dies prior to Medicare eligibility and there is money remaining in the account, the employee's dependent(s) may continue to use the account, if eligible as stated above. In the event of death of an eligible employee (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the retiree health benefit option within 30 days of the death of the employee.

2. Cash benefit option:
Employees who fail to elect the retiree health benefit will be cashed out, if eligible. If the employee elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death.


ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE
Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (NOTE: The change in the formula will go into effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected.) Any previously earned benefit will be calculated and recorded by the Finance Department.
If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County.
P.O.S.T. EDUCATION INCENTIVE PAY

1. Employees in the classifications of Assistant Chief DA Investigator, Undersheriff, Assistant Sheriff, Sheriff's Commander, and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $550.00 per month ($253.85 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification.
2. Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $500.00 per month ($230.76 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification.
3. Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $450.00 per month ($207.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification.
4. Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $400.00 per month ($184.61 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification.

FIRE CERTIFICATION PAY
1. Employees in the classification of Assistant Fire Chief and Battalion Chief who obtain and maintain EMT-D qualification shall be entitled to additional compensation in the amount of $75.00 per month ($34.61 per pay period).
2. Employees in the above indicated classifications who obtain and maintain a Fire Officer certification shall be entitled to additional compensation in the amount of $175.00 per month ($80.76 per pay period). All Battalion Chiefs who obtain and maintain a Chief Officer certification shall be entitled to additional compensation in the amount of $237.00 monthly ($109.38 per pay period). Appropriate certification documentation must be received by the department prior to payment authorization. Employees receiving compensation for Chief Officer shall not be entitled to receive additional compensation for Fire Officer certification.

FIRE STIPEND
The intent for the Fire Stipend is to provide a method of compensation when the Assistant Fire Chief or Battalion Chiefs are assigned to work extra shifts outside their regular assigned working hours. Based on an estimate of anticipated vacation, training time and possible sick leave use for the three field Battalion Chiefs, it is necessary to provide additional field coverage for up to 52 shifts or partial shifts annually. The Fire Stipend applies to the Assistant Fire Chief and all assigned Battalion Chiefs in the Operations, Fire Prevention and Training Divisions.

The stipend rates are as followed:

Stipend Hours
$500 8 to less than 16 hours
$1,000 16 to less than 24 hours
$1,500 24 hours or more

* Coverage of less than 8 hours will not be compensated. This time is compensated through Management Leave.
* Employees shall not receive stipend pay for any hours they receive strike team pay.

While the Administrative Battalion Chief assigned to Fire Prevention/Training activity would also be eligible for the stipend if they cover for an Operation Battalion, this stipend will not apply for coverage of the Fire Prevention/ Training Battalion Chief's absences.

FIRE MANAGEMENT STRIKE TEAM PAY
Fire management positions (Battalion Chief and Assistant Fire Chief) will be compensated while on, or as relief to, strike team at the current rate required by the California Fire Assistance Agreement with Cal OES.
*Employees shall not receive stipend pay for any hours they receive strike team pay.

BATTALION CHIEF HOLIDAY-IN-LIEU
All Shift (56-Hour work week) Fire Battalion Chiefs shall receive Holiday-in-Lieu. Holidayin-Lieu time will be recorded and paid as 24 hours of "Holiday-in-Lieu" for each whole holiday and 12 hours for each half-day holiday. If a Shift Battalion Chief is required to work on a holiday, no other day off will be traded or exchanged for the schedule day.

All Administrative (40-hour work week - Fire Prevention/ Training) Battalion Chiefs shall receive eight (8) hours Holiday Pay and will receive an additional 16 hours of Holiday-in-Lieu for each whole holiday. On ½ day holidays, Administrative Battalion Chiefs will receive four (4) hours of Holiday Pay with no additional compensation of Holiday-in-lieu.

LONGEVITY PAY
UNIFORM ALLOWANCE BILINGUAL PAY LEGAL SPECIALIST CERTIFICATION PAY PUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSES RECRUITMENT AND RETENTION BOUNUS
HOLIDAY CLOSURE
EQUAL OPPORTUNITY EMPLOYER
01


The application and supplemental questionnaire must be completed fully. The following supplemental questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions must be included on the education and work history portion of your application. Incomplete applications or supplemental questionnaires cannot be revised after submission and may be grounds for rejection. Responses such as "see resume" or "see application" or brief general statements will be considered incomplete. Incomplete applications may be rejected. By clicking "I Accept" below, I certify that I understand and will follow the application instructions.

• I Accept

02


Have you graduated from a four-year accredited college or university with a degree in accounting, finance, business administration, public administration or closely related field?

• Yes
• No

03


For all levels of completed education, please provide the following: 1) College or University attended. 2) Major or area of study. 3) Degree received. 4) Number of accounting units completed. An unofficial copy of your college transcripts are required to attach to your online application. For information on how to add attachments to your application, click NOTE: You may be required to provide the department with an official copy at the department interview.
04


How many years of professional level accounting and/or auditing experience do you possess?

• Less than two years
• Two years or more
• None

05


Describe your accounting/auditing experience. BE SPECIFIC. Include in your response, name of employer, dates of employment, and relevant job duties. If no experience, type "N/A".
06


How many years of fiscal management/governmental accounting experience or experience conducting fiscal studies and developing recommendations on a variety of fiscal, organizational or administrative activities do you possess?

• Less than two years
• Two years or more
• None

07


Describe your experience in fiscal management/governmental accounting or experience conducting fiscal studies and developing recommendations on a variety of fiscal, organizational or administrative activities. BE SPECIFIC. Include in your response, name of employer, dates of employment, and relevant job duties. If no experience, type "N/A".
08


Which best describes your experience utilizing Microsoft Office Suite programs (i.e. Word, Excel, and PowerPoint) or other complex financial data management systems.

• Beginning
• Intermediate
• Advanced
• None

09


Based on your answer above, please provide a detailed response regarding your experience with Microsoft Office Suite programs (i.e. Word, Excel, and PowerPoint) or other complex financial data management systems. If no experience, type "N/A".
10


How many years of supervision or leadwork experience do you possess?

• Less than one year
• One year but less than two years
• Two years or more

11


Describe your supervision or leadwork experience. BE SPECIFIC. Include in your response, name of employer, number of employees supervised, and the work directed under your supervision. If no experience, type "N/A".
12


I understand that only a complete and accurate application will be considered. I have included all current and at least 15 years previous work history and education. I also understand that my application must show all the relevant education and experience that I possess, even if it extends beyond the required past 15 years. Additionally, I understand that the supplemental questions are considered part of my official application. All statements made on the application are subject to investigation and verification. False statements will be cause for disqualification, or discharge from employment. By clicking "I Accept" below, I certify that I understand and have followed the application instructions.

• I Accept

Required Question

Job Tags

Hourly pay, Holiday work, Permanent employment, Full time, Contract work, Part time, Work experience placement, Relief, New year, Local area, Immediate start, Shift work, All shifts,

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