County of Alameda

TAP (Temporary Assignment Pool) Program Manager (#0296)

Bargaining Unit: Unrep - Confidential Mgmt (U50)
$58.26-$70.86 Hourly / $4,660.80-$5,668.80 BiWeekly /
$10,098.40-$12,282.40 Monthly / $121,180.80-$147,388.80 Yearly



Under general direction, the TAP Program Manager is responsible for the program management, administration, and development of the Temporary Assignment Pool (TAP) Program.  The TAP Program Manager supervises professional, paraprofessional and support staff; coordinates program elements within Human Resource Services and with other County departments; provides human resource expertise; strategic planning; and other duties related to the TAP Program, as required.     


The TAP Program Manager is an advanced, journey-level professional classification located in the Human Resource Services Department and reports to the Human Resource Division Manager, Administrative Services. This classification is distinguished from the Human Resource  Division Manager classification in that the former is responsible for managing the day-to-day activities of the TAP Program while the Human Resource Services Division Manager is a senior-level management classification responsible for directing the overall human resource activities of multiple programs. 



NOTE:  The following are the duties performed by employees in this clas­sifica­tion.  However, employees may perform other related duties at an equivalent level.  Each individual in the classification does not necessarily perform all duties listed.  

1.   Provides complete management responsibility of TAP program including: fulfilling agency/department temporary staffing needs; customer service/relations; TAP employee management and support; and management of Supplemental Temporary and Payroll Service Vendor.

2.  Integrates human resources expertise into the department’s operations.

3.  Manages the TAP recruitment including: recruitment method and strategy, examinations, selection process and personnel placement.

4.  Coordinates and directs disciplinary actions; investigates proposed disciplinary actions; provides consultation to supervisors and managers and advises management on appropriate actions; investigates grievances and participates in the grievance process; participates in disciplinary and grievance hearings and represents the department before hearing officers and arbitrators; prepares narrative reports and recommendations; directs the department’s performance evaluation program and exit interview program.

5.  Develops, maintains and coordinates departmental personnel policies and procedures; updates human resources manuals; interprets human resources and payroll policies. EXAMPLES OF DUTIES- Continued  

6.  Provides information and advice to TAP employees; provides career counseling to employees; provides information to the public and other agencies.

7.  Supervises staff; assigns and reviews work and evaluates performance.

8.  Plans, prepares and maintains an affirmative action program; investigates or coordinates the investigation of complaints of discrimination; conducts departmental or division audits to determine if affirmative action is being effectively implemented; represents department at hearings held by local, State or Federal agencies.

9.  Oversees reasonable accommodation requests, temporary modified assignments, essential functions job analysis; and workers’ compensation cases in the TAP program.

10.  Acts as primary administrator for TAP program database.

11.   Manages special projects; identifies operational gaps and implements process improvements, as necessary; prepares reports and analyses and makes recommendations.



Either I  

The equivalent of two years of full-time experience in the class of Departmental Human Resources Officer, or in an equivalent or higher-level classification, and performing human resources related activities in the Alameda County classified service.   


Completion of the Alameda County Management Academy “Management and Supervision Certificate Program” may substitute for six (6) months of the required qualifying experience for the internal pattern.  



Possession of a Bachelor’s degree in a relevant field from an accredited college or university.  



The equivalent of four years of full-time professional level human resources experience involving recruitment/staffing, employee relations and discipline, compensation analysis, training and development, and workforce planning, requiring the use of the knowledge and skills described in this specification. One year of the required experience must have been in a   supervisory capacity.  

NOTE:     The Civil Service Commission may modify the above Minimum Qualif­ications in the announcement of an examination.



Strategic Management

• Management functions, i.e., Planning, Organizing, Directing & Controlling.

• Organizational analysis and development and leadership competencies.

• HR policies, programs, and services with Diversity imbedded.

Recruitment & Staffing

• Public human resources administration including job analysis and position classification, conducting audits, wage and salary administration, recruitment and personnel selection, employer-employee relations, and training.

• Federal, State and local laws, rules and guidelines relating to the hiring process and other areas of human resources related activities.

• Internal workforce assessment techniques & employment policies, practices, and procedures.

• Successful recruiting strategies to attract diverse and high caliber candidates.

Training and Development

• Performance Management and Appraisal methods.

• Techniques to assess training program effectiveness, including use of applicable metrics.

Employee & Labor Relations

• Labor relations laws, practices, and trends.

• Progressive discipline.

• Grievance resolution.

• Consultative and coaching skills with managers.

• Investigative and interview techniques.

Workers’ Compensation and Long Term Leaves

• State and Federal disability laws and leave provisions and regulations

• County policies and procedures, administrative code, Civil Service Rules/Regulations

• EEO concepts and guidelines for compliance relative to employee/applicant disabilities  

Health & Safety

• Enforcing procedures, of workplace safety, health & security.

• Federal, State and Local workplace health, safety, security & privacy laws & regulations.

• Awareness of potential violent behavior and workplace violence conditions.


• Computer applications and hardware and software related to the work.   

• Office administrative practices and procedures, including records management and the operation of standard office equipment.

Ability to:

• Demonstrate commitment to the county’s mission, credo, and goals.

• Collaborate with other agencies and departments to meet overall countywide needs while leveraging financial and other resources.

• Use business acumen to build a strong organization that delivers results.

• Use interpersonal skills to communicate effectively.

• Promote personal and professional growth for self and others.

• Provide the highest level of service delivery to diverse customers.

• Work effectively as a member and leader of diverse teams.

• Plan and organize workload.

• Exercise management control.

• Provide leadership.

• Supervise staff.

• Demonstrate interpersonal sensitivity.

• Be flexible.

• Create employee programs that will demonstrate to the community the organization’s commitment to Diversity.


New Spec: 0296

RE: ah

CSC Date: 12/20/17


Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

  • Medical – HMO & PPO Plans
  • Dental – HMO & PPO Plans
  • Vision or Vision Reimbursement
  • Share the Savings
  • Basic Life Insurance 
  • Supplemental Life Insurance (with optional dependent coverage for eligible employees)
  • Accidental Death and Dismemberment Insurance 
  • County Allowance Credit
  • Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
  • Short-Term Disability Insurance
  • Long-Term Disability Insurance
  • Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
  • Employee Assistance Program

For your Financial Future

  • Retirement Plan - (Defined Benefit Pension Plan)
  • Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

  • 12 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Group Auto/Home Insurance
  • Pet Insurance
  • Commuter Benefits Program
  • Guaranteed Ride Home
  • Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
  • Employee Discount Program (e.g. theme parks, cell phone, etc.)
  • Child Care Resources
  • 1st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.

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