Job Abstract

This classification is scheduled to receive the following Base Salary Adjustments:
2.30% effective June 28, 2024
2.50% effective June 27, 2025
2.50% effective June 26, 2026

Schedule of Events
Last Day to Apply: Sunday, July 7, 2024 at 11:59 pm
Oral Interview: Week of July 29, 2024
Selection Interview: Week of August 5, 2024
Hire Date: TBD
All dates are subject to change depending on OCFA operational needs.

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

DEFINITION
Under general direction, plans, organizes, oversees, coordinates, and reviews the work of staff performing difficult and complex professional and technical support related to the activities of the Treasury function, including managing the Authority’s investments by tracking cash flows and forecasting future cash flow needs, analyzing investment opportunities, debt administration, and preparation and implementation of the Authority’s annual budget; coordinates assigned activities with other Authority departments, officials, outside agencies, and the public; fosters cooperative working relationships among Authority departments, with intergovernmental and regulatory agencies, and various public and private groups; provides complex and responsible administrative assistance to the Assistant Chief of Business Services in areas of expertise; and performs related duties, as assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the Assistant Chief of Business Services. Exercises direct and general supervision over professional and technical staff.

CLASS CHARACTERISTICS
This is a division manager classification responsible for planning, organizing, reviewing, and evaluating the programs, services, and operations of the Authority’s Treasury function including overseeing the day-to-day activities of professional treasury and investment duties including interpretation and implementation of financial policies and procedures, investment performance analysis, development of cash flow projections, and oversight of budget preparation and implementation. Responsibilities include developing and implementing divisional policies and procedures, development and administration of the Treasury division budget, and evaluation of divisional programs and activities. Incumbents serve as a professional-level resource for the Assistant Chief of Business Services and Authority executive leadership. Performance of the work requires the use of considerable independence, initiative, and discretion within broad guidelines.

Equivalent to a bachelor’s degree in accounting, finance, or a related field

Seven (7) years of increasingly responsible portfolio and financial management experience for a governmental entity, including three (3) years of supervisory experience

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, and to operate a motor vehicle to visit various Authority and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds.

ENVIRONMENTAL CONDITIONS

Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

The definition of selection procedure shall mean a test or serious of tests used to measure applicant's ability to perform the duties of a class or position, to rank applicants on an Eligible List, and to appoint Eligibles to vacant positions. Note: Eligibles who are not selected for hire are retained on the Eligible List for future consideration until the expiration or abolishment of the Eligible List.

The Human Resources Division 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 the assigned recruiter no later than 72 hours prior to the need for an accommodation.

All recruitment and selection processes and requirements will be held in accordance with the OCFA's Merit and Selection Rules, which are available for review at www.ocfa.org.

The definition of a Score Group shall mean a group of scores that is considered to indicate an essentially equivalent level of competence that the person scored. Equivalency may be determined by various job-related numerical or statistical measures. All applicants in a Score Group are considered equally qualified for a particular classification. However, some applicants may be more or less qualified for individual positions allocated to the subject class. Note: All applicants will be notified by email of their Score Group standings. Applicants will not be notified of their numerical scores at any step of the selection procedure, unless specified in the job announcement.

Placement on the Eligible List will be established based on successful completion of all recruitment process components. The Eligible List will remain in effect for a period of one (1) year from the date of establishment or until all names on the list are exhausted. The Eligible List may be extended or abolished at the discretion of the Assistant Chief of Human Resources / Human Resources Director.

Whenever an applicant chooses to withdraw from a recruitment process, he/she is required to submit an email notification to the assigned recruiter 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 the assigned recruiter upon opening of a future recruitment.

The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.

The Orange County Fire Authority is an Equal Employment Opportunity Employer.