Job Abstract

The Orange County Fire Authority (OCFA) Human Resources Department is searching for a highly effective Workers’ Compensation Program Manager to join our team! The ideal candidate will be:

The Orange County Fire Authority (OCFA) is a regional fire service agency that provides emergency response to 23 cities and all unincorporated areas of Orange County. We are dedicated to making the communities we service a safer place to live, work and play through our steadfast commitment to excellence.

The Human Resources Department is committed to a work environment, free of harassment and discrimination where employees can look forward to coming to work each day. Our department consists of dedicated individuals working in Risk Management, Employee Relations, Benefits and Classification & Compensation, and Recruitment & Selection. Through the highest level of collaboration and support, our sections provide superior service to our internal and external customers.

DEFINITION

Under general direction, performs professional level analysis and administration of the Authority’s workers’ compensation programs and related activities; ensures program compliance with statutory requirements for workers’ compensation benefits for covered Authority employees and volunteers; oversees the Authority’s third-party administrator in the administration of statutory workers’ compensation benefits; ensures compliance with state Self-Insurance Plan Regulations; serves as a professional level resource to the Risk Manager and other Authority management; and performs related duties, as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Risk Manager. Exercises direct or general supervision over technical and/or administrative staff.

CLASS CHARACTERISTICS

This is a specialized professional classification performing the full range of workers’ compensation analysis and administration assignments. Incumbents at this level perform routine to complex professional duties in support of the Authority’s workers’ compensation programs, processes, and systems including responsible and difficult claims analysis and the development of sound recommendations related to litigated matters. Considerable independent judgment is used to make decisions in carrying out assignments.

To review the essential functions of this position, please use the link below.

Workers' Compensation Program Manager

Education: Equivalent to a bachelor’s degree in risk management, public or business administration or a closely related field.

Experience: Minimum of four (4) years of increasingly responsible experience in the administration of workers’ compensation activities of a self-insured program including some experience in a public agency setting.

This classification is subject to enrollment in the California DMV Pull Notice Program, which periodically provides Risk Management with the incumbent's Driver License record and status.

Highly Desired Qualification

KNOWLEDGE, SKILLS, AND ABILITIES

To review the knowledge, skills, and abilities of this position, please use the link below.

Workers' Compensation Program Manager

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.

Human Resources 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.

Americans With Disabilities Act (ADA) Accommodations
In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact Brad Stephens, Senior Human Resources Analyst at bradstephens@ocfa.org no later than 72 hours prior to the need for an accommodation.

Recruitment and Selection Process and Requirements
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.

Eligible List
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.

Withdrawing from the Recruitment Process
If an applicant chooses to withdraw from this recruitment process, he/she is required to submit an email notification to Brad Stephens, Senior Human Resources Analyst at bradstephens@ocfa.org requesting a withdrawal from the process. The email to the recruiter must include the applicant's current phone number.

Questions
All questions regarding this position should be directed to Brad Stephens, Senior Human Resources Analyst at bradstephens@ocfa.org.

Note
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.

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