April 14, 2024

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[New Job Vacancy] job in City of Azusa, (Azusa, CA) – Jobs in Azusa, CA

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Job Opening details:-
Company Name :-
City of Azusa
Position Name :-

Company Location :-
Azusa, CA
Job Category :-

Full Job Description :-

We currently have one vacancy and are looking for the best, most qualified candidate to work in the capacity as Deputy City Clerk I
Deputy City Clerk II, depending on qualifications.
Please review qualifications and submit your application for the level in which you qualify.

Offering Excellent Benefits

10% COLA (Cost of Living Adjustment) over a four (4) year contract

2021 – 4% COLA Increase to Base Pay

2022 – 3% COLA Increase to Base Pay

2023 – 3% COLA Increase to Base Pay

$1,500 – Monthly Flexible Benefit Plan Contribution for Medical Benefits.

Bilingual Incentive Pay, City Paid Deferred Compensation & so much more!

The salary range listed below is for the
Deputy City Clerk level I


$22.46 – $27.30 Hourly

$3,894.26 – $4,733.50 Monthly

$46,731.12 – $56,802.00 Annually

The salary range listed below is for the
Deputy City Clerk level II


$26.11 – $31.73 Hourly

$4,525.78 – $5,501.11 Monthly

$54,309.36 – $66,013.32 Annually

Under supervision, provides staff support to the Chief Deputy City Clerk. These positions assist in the preparation, storage, management and retrieval of official City records, the City Council agenda, and provide assistance with the conduct of municipal elections.

Receives direction from the Department Director and Chief Deputy City Clerk. May exercise technical and functional supervision over administrative support staff.

Essential Functions

These functions may not be present in all positions in this class. When a position is to be filled, the essential functions will be noted in the announcement of position availability.

Provides direct and confidential advanced clerical support to the Chief Deputy City Clerk;
Assists with the preparation, assembly, printing and distribution of agenda packets;
May coordinate with department representatives to ensure that agenda items are received by the established deadline and meet appropriate format requirements;
May be required to attend City Council and/or Board meetings for taking, transcription and preparation of meeting minutes;
Assists with the indexing, retention and retrieval of documents related to City Council proceedings; ensures documents are in the correct format, include required attachments and obtains appropriate signatures prior to recording or dissemination for further action;
May respond to inquiries from City Council, Management Staff and the public regarding Council actions, official records, and interpretation of related policies, procedures and laws;
Researches and compiles data for special projects and reports as assigned;
Provides assistance to the public and Staff by helping to identify information and records relevant to public records requests;
Ensures timely response to all requests and justifies any nondisclosure and/or ensures deletion of any portions exempt from the mandate of the Public Records Act;
May receive, process and monitor Statements of Economic Interests and Campaign Statements as mandated by the City’s Conflict of Interest Code and the Political Reform Act;
Receives and processes claims against the City, subpoenas, and summons;
Facilitates accurate and timely processing of legal documents such as agreements, contracts, deeds, resolutions and ordinances;
May assist in the preparation of the annual budget and monitor throughout the year;
Assists with the planning and conduct of municipal elections;
Performs related duties and responsibilities as assigned.
May notarize and certify documents and administer oaths of office;
Compose and publish legal publication of state and locally mandated hearings and meetings to ensure compliance with legal guidelines;
Plan, evaluate, and execute contract administration duties to ensure compliance with current laws and regulations, and verify contact authenticity; and
Codification of ordinances and maintenance of the Municipal Code, and other related state, federal, local, and administrative documents.


Deputy City Clerk I

This is the entry level in the class series. Positions at this level usually perform most of the duties required of the position at the II level; however, are not expected to function at the same skill level and usually exercise less independent discretion in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as necessary. Since this class is often used as a training class, employees may have only limited or no directly related work experience. As experience and responsibilities grow, this position may at times provide direction and supervise the work of part-time department staff and/or interns.

Deputy City Clerk II

This is the full journey level in the class series. Positions at this level are distinguished from the I level by the performance of full range of duties as assigned, working independently and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit. Positions at this level are normally filled by advancement from the I level. When filled from the outside, the employee is required to have prior related experience which allows the employee to meet the qualification standards for the II level. Positions at this level may fill in during the Chief Deputy City Clerk’s absence.

Qualification Guidelines

Education and/or Experience:

A combination of education and/or experience that would provide the knowledge, skills and abilities necessary for satisfactory job performance. A working knowledge of applicable laws and regulations including the Political Reform Act, Brown Act, California Public Records Act and California laws, Fair Political Practices Commission reporting requirements, and principles and practices related to the City Clerk function is highly desirable. A typical way to obtain the required knowledge and abilities would be:

Deputy City Clerk I

Experience: Two years of responsible administrative support experience
required, preferably within a City Clerk’s Office, municipal government, or other public service organization. Experience providing clerical and administrative support such as developing agendas, preparing minutes, maintaining official records, and responding to public inquiries is highly desirable.

Education: High school diploma or equivalent, supplemented by specialized training in the functions and activities of the City Clerk’s Office for a public agency.

Deputy City Clerk II

Experience: Three years of relevant and increasingly responsible administrative support experience plus one year of supervisory experience
required, preferably within a City Clerk’s Office, municipal government, or other public service organization. Desirable relevant experience may include providing administrative support to a City Council, Board, Commission, or other body that requires developing agendas, preparing minutes, and maintaining official records; Processing Fair Political Practice Commission (FPPC) Statements of Economic Interest from elected and appointed officials and employees; Elections management; and Filing Campaign Finance Statements from office holders, candidates and committees.

Education: An Associate’s degree or two years of college level coursework in records management, public or business administration, or a related field is highly desirable, supplemented by specialized training in the functions and activities of the City Clerk’s Office for a public agency; or completion of high school or equivalent, supplemented by three years of relevant and increasingly responsible administrative support experience within a City Clerk’s Office for a public agency.

Licenses or Certification

Possession of a valid Class C California Driver’s License with a satisfactory driving record. Possession of Certified Municipal Clerks (CMC) Certification through the International Institute of Municipal Clerks (IIMC) is desirable. Possession of or ability to obtain certification as a Notary Public within one year of employment.

Knowledge of:

Considerable knowledge of office and administrative procedures; organization and functions of municipal government and the City Clerk’s Office; pertinent Federal, State, local laws, codes, and regulations; English usage, spelling, vocabulary, grammar and punctuation; principles and procedures of records management, storage, retrieval and retention; principles of business letter writing and report preparation; basic mathematical principles; principles and practices used in dealing with the public; modern office procedures, methods and computer equipment; safe driving principles and practices.

Ability and Skill to:

Ability to communicate clearly and concisely, both orally and in writing; operate modern office equipment, including computer equipment and software, and voice transcription/dictation equipment; type at a speed of
40 net words per minute; provide information and organize material in conformance with policies and legal requirements; meet and deal tactfully and effectively with the public; choose among alternatives to resolve problems; interpret, explain and apply the policies, procedures, laws, codes, and regulations pertaining to City and City Clerk programs and functions; interpret a variety of public documents including contracts and ordinances; prepare and maintain accurate records; prepare official minutes; resolutions, and ordinances; prepare clear and concise reports; compose correspondence independently; understand and follow verbal and written directions; perform responsible administrative work involving the use of independent judgment and personal initiative; communicate effectively with a variety of personnel and establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work.

Physical, Mental, Environmental Conditions

This position requires prolonged sitting and regular standing, walking, reaching, twisting, turning, kneeling, bending squatting and stooping in the performance of daily activities. Extensive and repetitive physical activity involving the arms, wrists, and hands, including writing and using a keyboard and mouse to operate a personal computer is required. Acute hearing is required when providing phone and personal service. It also requires physical abilities associated with the ability to read, write and communicate in a work environment. Additionally, the need to lift, drag and push files, paper and documents weighing up to 20 pounds is required. Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodations.

Recruitment Process:

All applicants are required to submit a complete City application a

Applications must be accompanied by a resume describing experience, education, and training in relation to the requirements of the position, however,

resumes will not be accepted in lieu of a City employment application. Applications that are submitted without a resume, or have unanswered supplemental questions, may be deemed incomplete.

The City of Azusa is an equal opportunity employer that is committed to inclusion and diversity.
The City does not discriminate on the basis of race, color, gender, age, ancestry, national origin, political or religious affiliation, sexual orientation, marital status, other non-job related physical or mental disability, medical condition, or other functional limitation in employment or the provision of service. The City is dedicated to making its programs, services and activities accessible to individuals with qualified disabilities. If you require reasonable accommodations to complete the employment application and/or participate in the testing process, please contact the Human Resources at
(626) 812-5200
prior to the filing deadline. We will attempt to reasonably accommodate applicants with disabilities upon request.

Below is a summary of Azusa City Employee Association (ACEA) benefits. For a detailed description of benefits, please visit the City of Azusa website at www.azusaca.gov under Human Resources and Salary Information/MOU’s.

Term of Contract:
July 1, 2020 through June 30, 2024

PERS (2 Tiers):
City Contribution/Employee Contribution the City shall continue its contract with the California Public Employee Retirement System CalPERS, for current members at the “2% @ 55 full formula” plan. The City shall also maintain the increased level of the 1959 Survivor Benefit. The City shall continue to pay its portion of the cost except as provided for in this section.

In light of the California Public Employees’ Pension Reform Act of 2013 (PEPRA), effective the second pay period after adoption of this MOU, all unit members other than “new members” as defined by PEPRA and/or California Government Code section 7522.04(f) shall individually pay an additional 2%, resulting in a total of 7%, of “compensation earnable” as defined in Government Code section 20636, representing the member employee’s contribution to the CalPERS.

These contributions shall, at the time of termination, belong to the employee. All other required contributions for unit members other than “new members” as defined by the PEPRA and/or California Government Code section 7522.04 (f) shall be made by the City. The member’s contribution shall be made on a “cost sharing” basis and shall be considered a contribution toward the employer’s contribution share.

Unit members who are “new members” as defined by PEPRA and/or California Government Code section 7522.04(f), shall be required to pay a PERS contribution in an amount equal to 50% of the normal cost rate, up to a maximum of 8%, for the Defined Benefit Plan provided for by PEPRA, in which the new member is enrolled, rounded to the nearest quarter of 1% or the current contribution rate of similarly situated employees, whichever is greater, pursuant to Government Code section 7522.30.

Those “new members” shall be enrolled in the 2.0% at 62 Benefit Plan, as provided for in Government Code section 7522.25(e), with a final compensation measurement period of 36 consecutive months as set forth in Government Code section 7522.32(a), and their retirement benefits shall be calculated based on “pensionable compensation” (Section 7522.10) rather than compensation earnable (Section 20636).

Social Security
No contributions are paid by the City or employee into Social Security
Medicare(Employees hired after 4/1/86) 1.45% of salary paid by City and 1.45% by employee (2.9% total)

Flexible Benefit Plan

Effective July 1, 2020, the Flexible Benefit Plan will increase to one thousand five hundred dollars ($1,500) per month for each employee. This plan is voluntary and can be used by the employee to pay, to the extent available, for qualified benefits as determined by the IRS. The employee understands that, in the event the total premiums and/or expenses for qualified benefits selected by him/her exceed the amount of the FBP, the excess shall be deducted from pre-tax wages.

Effective January 1, 2021 and each year during the open enrollment period employees whose premiums exceed their FBP contribution amount have the option to redirect the City paid deferred compensation contribution of $100.00 and have that amount added to their FBP (see 12.4).

Opt Out for Less Coverage

Employees hired on or before March 21, 2016:
Employees who opt out of coverage or use a portion of the City Flex Benefit Plan, are eligible to cash out up to one thousand- three hundred forty-six dollars ($1,346/mo.) until December 31, 2019. Effective January 1, 2020, the cash out option will decrease to one thousand dollars ($1,000/mo.) including employees using a portion of the FBP. Employees may use the excess of the FBP to purchase vision, dental or other supplemental benefits at the employee’s option. 15

Employees hired after March 21, 2016:
New employees hired on or after March 21, 2016 may opt out (medical waiver) of the Flexible Benefit Plan and receive three hundred dollars ($300) in lieu of participation. New employees may use FBP to purchase vision, dental or other supplement benefits at the employee’s option. New employees forfeit any unused FBP as currently stated in MOU.

Life Insurance: (City Paid)
Lincoln Financial Group
The City shall provide term life insurance for each employee which is equal to one-and a-half (1.5X) times their annual salary, rounded up to the nearest one thousand dollars ($1,000), but not to exceed a maximum of two hundred thousand dollars ($200,000). The calculation of annual salary excludes overtime, standby, callback and other forms of supplemental compensation.

Short Term/Long Term Disability
Lincoln Financial Group
Group Policy Effective: February 1, 2016 Weekly benefit 66 2/3% of pre-disability earnings as of the date of disability, reduced by deductible income. 31st day waiting period for illness; 1st day for accident. Maximum weekly benefit, $2,492.00 before reduction by deductible income.

Deferred Comp (City Paid)
Effective July 1, 2020 the City shall provide $100 per month in deferred compensation to each employee.

Longevity Premium
Effective July 1, 2020, the monthly Longevity Pay for employees shall be in accordance with the following schedule.
10 yrs = $100
15 yrs = $200
20 yrs = $300
Notwithstanding the foregoing, employees currently receiving a higher dollar amount of longevity pay than the amount provided for above shall continue to receive the higher dollar amount until eligible for an increase based on the schedule set forth above.

Bilingual Stipend
Effective July 1, 2020 the City shall pay $125 per month to personnel demonstrating a proficiency in the foreign language should they be assigned to speak and translate the language in the performance of their duties.
Effective July 1, 2020 an additional payment of $125 per month shall be paid to those who are proficient in written translation as well, should it be required in the performance of their duties.
Employees may apply for bilingual pay at any time; however, examinations shall be conducted semi-annually or at time of hire

The employee shall receive time off with pay for 10 holidays per year, but only if the employee is paid for the scheduled workday that precedes and follows the holiday. If a holiday falls on an employee’s scheduled day off, the employee shall receive the holiday on the next scheduled business day.
See ACEA MOU for designated holidays.

Floating Holidays
2 floating holidays- floating holidays shall accrue on July 1 and must be taken by the following June 30, or the hours will be forfeited. Enough employees shall remain at work so City’s business can be conducted.

Vacation Calendar Year
An employee shall be required to use one half (½) of his/her annual vacation accrual yearly and shall be able to carry over one half (½) of one year’s vacation accrual from one year to the next, cumulatively, up to a maximum of fifty two (52) times the then-current pay period rate of vacation accrual. Vacation accrual in excess of the aforementioned maximum shall be paid off in four equal annual payments during the term of the MOU; and future accrual which exceeds the aforementioned maximum, shall be paid to the employee as it is accrued.

New unit members, hired on or after the effective date of this MOU, will accrue up to a maximum of three hundred (300) hours. Future accruals which exceed the aforementioned maximum, shall be paid to the employee as it is accrued.

In special case, it shall be within the department head’s authority to authorize cash payment in lieu of time off.

Sick Leave
As to existing employees, sick leave with pay shall accrue to employees at the rate of ten hours per month for each calendar month of paid employment, with unlimited accumulation.

As to new members, no more than 960 hours of sick leave may be accrued. Once an accrual bank reaches 960 hours, the employee will no longer be eligible to accrue sick leave until such time as usage reduces the accrual bank below 960 hours.
Unused Sick Leave Credit Unused Sick leave is converted to service credit upon retirement date, if within four months of employee separation.

Personal Business
Not to exceed a max. of 30 hours during any one year. Debited against employees sick leave balance.

Bereavement Leave
Up to 40 hours for death of a member of his or her immediate family herein defined as mother, father, brother, sister, spouse, child, mother-in-law, father-in-law, grandparents . Such leave shall not be charged against the employee’s Sick Leave or Vacation. In addition to Bereavement Leave, an employee may request up to two (2) days of Sick Leave in the event of the death of an immediate family member. Such leave shall be charged against the employee’s accrued Sick Leave balance an shall be considered in calculating his/her ability to convert the balance.

Overtime/Comp Time
Overtime work must have been authorized by the department head or the City Manager. Accumulated Comp Time not taken off in the pay period in which it was earned, may be carried over to a maximum of one hundred sixty(160) hours(106.66 hours worked at time-and one-half would equal 160 hours).

Equipment Allowance
The City shall provide a personal Equipment Allowance of two hundred thirty-five dollars ($300) per authorized employee in the classifications listed in ACEA MOU for up to two (2) pairs of safety shoes/boots or garment per year as required by the department head. Those members of the association who are employed less than the fiscal year shall have their
Equipment Allowance prorated.

Uniform Allowance
Association employees that are permanently assigned to work in departments wherein employees typically receive a
Uniform Allowance shall receive a
Uniform Allowance commensurate with that of their respective work groups.

Military Service Credit Purchase Assistance
Eligible EEs with qualifying military service can purchase Military Service Credit through CalPERS. The City shall reimburse the EE for 25% of the cost. If desired, the employee may apply for a loan from the City for the remaining 75%. See ACEA MOU for complete details.

Tuition Reimbursement
The City’s Tuition Reimbursement Administrative Policy, as of the adoption of this MOU, is incorporated herein and applied to unit members for tuition reimbursement.

Health Insurance
The City participates in the CalPERS health benefit program; employee uses flexible benefit dollars to pay premium.

Dental Delta Dental HMO or PPO coverage
Employees can use flexible benefit dollars to pay premium.

Vision Voluntary Plan- EyeMed
Employees can use FBP dollars to pay premium.

Employee Assistance Program (EAP)
The City will continue to maintain the Employee Assistance Plan.

Agency Shop Employees who join bargaining group must pay $22/month Dues

Flexible Spending Account Maximums
Medical/Dental & Dependent Care Medical Reimbursement: $2,000 Limit per calendar year.

Dependent Care Reimbursement: $5,000 Limit per calendar year

Health Insurance During Retirement
Beginning with the first month after retirement, for Association employees who had at least twenty (20) years of service with the City of Azusa, and who enroll or continue in the City’s health insurance program, the City will reimburse monthly to the employee the amount of one-half (½) of the premiums for such health insurance, regardless of how many family members are enrolled. In the event that the employee is single or widowed, and has no dependents, the City’s contribution shall be equal to 100% of such premium. In the event that the employee passes away and is survived by an eligible spouse, the benefit shall continue. But, if the employee passes away and has no surviving spouse the benefit shall not carryover to the surviving dependents. This plan shall remain in effect until the retiree, or eligible spouse, passes away, whichever occurs later. Otherwise the benefit shall terminate. Once an individual has qualified for this provision, he or she shall retain this eligibility. The minimum contribution (currently $16 per month) that the City pays directly to CalPERS shall be considered to be part of the portion paid by the City.

Employees with at least ten consecutive years of service immediately preceding retirement shall be eligible to utilize (for retiree health insurance only), their part-time employment that is a part of their consecutive service. Such part-time employment shall be credited on an hour for hour basis toward the minimum 20 years of service, with the City of Azusa, needed to become eligible for this provision.

If an employee retires and has worked 10,920 hours on a part-time basis (that is part of their consecutive service prior to retirement), the City shall divide the 10,920 hours by 2,080 hours (which is the equivalent value of one year of full time service), to determine the service credit. 10,920 divided by 2,080 is equal to 5.25 years of service. The part-time service shall be added to the full time service to determine the twenty (20) year service credit needed for eligibility for the Retiree Health Care provision of this MOU.

For employees hired on or after August 20, 2019:
Upon hire the City shall establish a Health Reimbursement Arrangement (HRA) account on behalf of each individual employee for the reimbursement of medical premiums and IRS approved medical expenses during retirement. The HRA shall be selected by the City.

Initial Contribution
The City shall deposit an initial contribution of two thousand dollars ($2,000.00) into the employee’s HRA within the first month of hire.

Annual Contributions
The City shall make additional contributions to each employee’s HRA in the second pay period in July of each year, based on the following schedule of continuous years of service:

Years of Service Amount of Annual Deposit
One (1)* – five (5) – One thousand dollars ($1,000)
Six (6) – ten (10) – Two thousand dollars ($2,000)
Eleven (11) or more – Three thousand dollars ($3,000)

The first year’s contribution shall be prorated in accordance with the anniversary date of the employee’s date of hire.

The City shall continue to make the annual deposits, according to this schedule, on behalf of each employee until the employee’s death, separation from service, or retirement, whichever occurs first.

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