Recreation Manager - Recreation Center

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Recreation Manager - Recreation Center

Salary

$106,332.00 - $129,228.00 Annually

Location

West Sacramento, CA

Job Type

Regular Full Time

Job Number

2024-00041

Department

PARKS & RECREATION

Division

PARKS/RECREATION-REC CENTER

Opening Date

04/15/2024

Closing Date

5/8/2024 11:59 PM Pacific

• Description

• Benefits

• Questions

An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant's responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire (if applicable). Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire (if applicable).

Are you interested in a rewarding career located in a vibrant riverfront community? West Sacramento is centrally located in Northern California and recognized as a leader in the region and a growing center of commerce and development. The West Sacramento Parks and Recreation Department consists of four separate functions: a Parks Division, Recreation Division, Early Learning Services and Tree Program. This is an excellent opportunity to work with a dynamic and innovative team that is committed to the Department mission of “Parks Make Life Better”. The Recreation Manager at the Recreation Center reports to the Director of Parks and Recreation and oversees the West Sacramento Recreation Center comprised of 38,000 square feet of indoor recreation space including a 32-foot-tall free-standing rock-climbing wall, a 57,000 square foot outdoor Aquatics facility including a leisure pool, competitive pool and 2 waterslides, 8 tennis courts and multiple outdoor athletic programs. This leadership position plays a key role in the Parks and Recreation management team and is responsible for the delivery of a balanced, diverse, and inclusive recreation program that is responsive to the community needs.

An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant’s responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire. Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire.

DEFINITION: The Recreation Manager plans, organizes, oversees, coordinates and evaluates multiple programs within the Recreation Division and supervises assigned staff and volunteers. The Recreation Manager is appointed by and sits at the pleasure of the City Manager.

SUPERVISION RECEIVED AND EXERCISED: The Recreation Manager receives direction from the Director of Parks & Recreation. The Recreation Manager provides direct supervision to professional level staff, as well as technical and extra help staff.

CLASS CHARACTERISTICS: This is a management-level classification with overall responsibility for managing all program activities and facility oversight within assigned areas, including but not limited to recreation and sports programs, and facility and venue rentals.

EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

• Assists in the development and implementation of Parks and Recreation department goals, objectives, policies and procedures.

• Leads the development, coordination and implementation of a diverse and inclusive recreation program that is responsive to community needs.

• Collaborate with staff, county, community and school district agencies to partner on programs, services and special events.

• Conducts regular program evaluation and resident satisfaction surveys.

• Evaluates operations and activities of assigned responsibilities, recommends and implements improvements and modifications, and prepares various reports on operations and activities.

• Responsible for all activities conducted are in accordance with rules, regulations and risk management principles ensuring participant safety Responsible for budget coordination including the preparation, planning and monitoring of the division budget.

• Oversees purchasing processes for supplies, equipment, and services needed for community programming or facility operations; reconciles expenditures as required; ensures all subordinate staff are working within established purchasing policies.

• Accurately tracks, maintains, and oversees the inventory of various equipment, supplies, and assets.

• Manages indoor and/or outdoor recreation facilities.

• Collaborates with various departments to ensure necessary facility maintenance, information technology support, construction projects and custodial services are completed in assigned areas.

• Monitors, coordinates and administers agreements, contracts, memoranda and grants.

• Selects, trains, instructs, motivates, supervises, and evaluates assigned regular and seasonal staff.

• Develops relevant marketing and community outreach strategy utilizing various modes of information and content delivery.

• Gathers, researches and analyzes data for reports and presentations.

• Researches and prepares grant applications.

• Investigates complaints and recommends corrective action as necessary to resolve complaints.

• Makes presentations to the City Council, commissions, boards, and public groups.

• Represents the division in a variety of meetings pertaining to assigned programs, activities, or projects.

• Provides staff support as necessary to the Commissions coordinated by the Parks and Recreation Department.

• Investigates, responds to, and resolves difficult and sensitive citizen inquiries related to the implementation of recreation programs or facility operations; provides high levels of customer service at all times.

• Supports community engagement efforts on behalf of the department.

• Performs related duties and responsibilities as required.

• May serve as the Director of Parks and recreation in their absence.

Recreation Center Manager

• Plans, organizes, promotes, implements, and directs the following recreation and leisure programs but not limited to: fitness, wellness, rock climbing, sports, aquatics, youth camps, family programs, special events and facility rentals

• Direct others in a comprehensive passholder recruitment and retention program including passholder appreciation strategies, passholder conversion growth and overall positive passholder experience.

• Collaborates with Washington Unified School District on shared use facility agreements and joint maintenance /construction projects.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: Bachelor's Degree from an accredited college or university in recreation or closely related field.

Experience: Five (5) years of increasingly responsible experience in community services, recreation and/or parks, including two years of supervisory experience.

LICENSES AND CERTIFICATES: A valid California driver's license is required.

*Job description pending City Council approval.

An applicant who qualifies for veterans’ preference and successfully places on an eligibility list for initial entrance into employment with the city shall be advanced one rank on the final eligibility list. Where there are five (5) or less qualified applicants, no veterans’ preference shall apply and all applicants shall be placed on the certification list forwarded to the departments for hiring consideration. The exercise of veterans’ preference shall be exhausted upon appointment to a regular position from an eligibility list.

MANAGEMENT GROUP

Revised: 8/16/2023

Auto Allowance:None

Bereavement Leave:When a death occurs in an employee's immediate family the City will provide time off, with pay, up to a maximum of four (4) days. An additional two (2) days of leave may be taken; however, this additional time shall be charged against the employee’s leave accrual banks, or taken without pay if no leave time exists.

Bilingual Pay:A premium pay of 5% will be added for employees possessing and utilizing bilingual skills on duty. The number of individuals to receive this pay, the languages available, and the qualification requirement will be determined by the City.

Career Enhancement & Wellness:Reimbursement for various career enhancing (education, home office equipment, etc.) and wellness related expenses that qualify under the policy up to $1,000 per employee annually.

Deferred Compensation:Voluntary

Educational Incentive Program:Five percent (5%) of base rate of pay annually for a Master’s Degree or above from an accredited program related to the employee’s field of work upon verification by supervisor/Department Head and Human Resources.

Holidays:12 set and 3.5 floating.

Long-Term Disability:Voluntary – Plan offered is Standard LTD.

Management Leave:Those Management employees designated as exempt receive eighty (80) hours per fiscal year – prorated depending on date of hire (see Internal Procedures). No accumulation.

Medical, Dental and Vision After Retirement:Employees will fall under the medical retirement tier based on original date of hire as a regular employee.

If employee was rehired, prior years of city service from original date of hire as a regular employee, will count towards total years of city service.

For employees and retirees hired before 7/1/2019: Medical and dental premiums to be paid by the City according to the formula below:

10-14 yrs of service = $50 + 25% of premiums 15-19 yrs of service = $75 + 30% of premiums 20+ yrs of service = $100 + 50% of premiums.

Benefit never to exceed 75% of total premiums or $750, whichever is less. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees hired after 6/30/2019: The City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:

• From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account

• After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.

• After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.

• After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.

Medical, Dental, Vision, Life and LTD Insurance:Medical plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is self-insured through Delta Dental. Vision plan is Vision Service Plan. The life insur­ance is a $24,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months. Premium paid for by employee.

The employer contributed cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum.

• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $905 per month.

• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,358 per month.

• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $1,773 per month.

• In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

• Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law

Effective pay period inclusive of January 1, 2024:

• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.

• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.

• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.

• In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

• Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law.

Effective pay period inclusive of January 1, 2025:

• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 per month.

• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,922 per month.

• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,477 per month.

• In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law.

401(a) Money Purchase Plan:City contribution of 1.5% of employee’s base salary.

Retirement:For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be 2% @ 62 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA) and includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.

For employees hired on or after February 11, 2012, the retirement program shall be the 2% @ 60 formula, highest thirty-six months for final compensation determination, 3rd level of the 1959 Survivor Benefit, Military Service Credit as Public Service, the Unused Sick Leave Credit option. Tthe employee pays the entire 7% employee contribution.

For employees hired before February 11, 2012, the retirement program shall be the CalPERS 2.5% @ 55 plan, includes highest thirty-six months for final compensation determination, 1959 Survivor's Benefit (3rd Level) and Unused Sick Leave Credit. The employee pays the entire 8% employee contribution.

City reports value of EPMC, if applicable.

New employees covered under by public retirement system with reciprocity (i.e., 37 Act), will be placed in the 2% @ 60 plan, in accordance with PEPRA.

Salary:Equity Increases:

• FY 23/24: Effective first pay period after Council adoption:

PositionEquity Increase

Construction & Facilities Development Manager11.05%

Data Services Manager4.75%

Equipment and Facilities Superintendent 5.23%

Finance Supervisor4.75%

Fire Marshal 3.53%

Information Technology Business Services Manager4.75%

Information Technology Operations Manager10.24%

Parks Operations Superintendent5.23%

Permit Services Manager4.19%

Principal Engineer 4.00%

Purchasing Manager4.75%

Recreation Manager 4.75%

Senior Civil Engineer7.36%

Senior Project Manager 4.19%

Utilities Maintenance Superintendent 5.23%

General Salary Increase:

• FY 23/24: Effective first pay period after Council adoption – 3.00% GSI.

• FY 24/25: Pay Period Inclusive of July 1, 2024 – 3.00% GSI.

Retroactivity of FY 23/24 GSI and Equity Adjustments: Effective the first pay period after approval by the City Council, employees will receive a one-time, non-PERSable lump sum equivalent payment of the general salary increase and equity adjustments retroactive to pay period inclusive of July 1, 2023.

One-Time Lump Sum Payments:

• FY 23/24: A one-time, non-PERSable lump sum payment of 2% of annual base salary paid the first pay period after Council adoption.

• FY 24/25: A one-time, non-PERSable lump sum payment of 2% of annual base salary paid in the pay period inclusive of July 1, 2024.

Sick Leave:12 days per year. Unlimited accumulation and no payoff. However, an em­ployee shall be paid one-half of the value of their accumulated sick leave upon layoff or death based upon their salary at the time of termi­nation. At retirement, employee may choose to have up to 50% of the value of their accumulated sick leave paid out in cash or have up to 100% of unused sick leave reported to CalPERS as service credit.

Unfunded Liability:Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.

Vacation:1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Maximum accumulation to 19 yrs = 296 hours per year; maximum accumulation to 20 yrs = 356 hours per year. Total payoff at separation.

Employees will be eligible to sell back unused accrued vacation hours annually in the second pay period of January each calendar year.

To qualify to participate in the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the preceding calendar year, and submit a request form by December prior to the sell back.

If qualified, employees can sell back up to 80 hours of accrued vacation time each calendar year.

If employee was rehired, prior years of city service from original date of hire as a regular employee, will count towards total years of city service.

Employees in this group should refer to the City Personnel Rules for further information on personnel practices, and terms and conditions of employment.

01

To be considered for the position, all candidates are required to complete and submit the required supplemental questionnaire with their application and resume. Failure to submit the completed supplemental questionnaire and application and resume will disqualify you from further consideration in the selection process used to fill these positions. The answers to the questions below will be evaluated along with the information provided in your employment application. Therefore, your answers must be consistent with your employment application information (especially in the "education" and "work experience" sections), must be unambiguous, and must contain sufficient but concise detail and organization to facilitate the screening process. A resume will not be accepted in lieu of completing the supplemental questionnaire. Lack of clarity, incomplete or inconsistent information, and/or disorganized presentation will negatively affect your evaluation. Do you understand these instructions?

• Yes

• No

  02

  Describe your experience in recreation management? Please include the size, scope, and types of programs you have been responsible for.

  03

  Describe your experience with recreation, aquatic and/or fitness facility management? Please include the size, scope, and types of facility oversight you have been responsible for.

  04

  In your previous supervisory roles, how have you effectively led and trained full-time, part-time and contracted staff? Provide specific examples of your leadership style and its impact on teams.

  05

  Describe your experience with creating, monitoring and forecasting department budgets. Please include the size and scope of the budget and strategies that you use to ensure your department stays within budget.

  06

  Describe your experience working in diverse communities. Please include specific examples of how the community was diverse and what role you played.

  07

  I certify that all the statements made in this supplemental application are true, complete, and correct to the best of my knowledge and are made in good faith. I understand that any misrepresentation and/or falsification of my answers may result in my application being ineligible for this recruitment process.

• Yes

• No

  Required Question

Agency

City of West Sacramento

Address

1110 West Capitol Ave 3rd Floor West Sacramento, California, 95691

Phone

(916) 617-4567

Website

http://www.cityofwestsacramento.org

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