County of Alameda

Deferred Compensation and Personnel Manager (#1539)

Bargaining Unit: Unrep - General Mgmt (U15)
$59.26-$71.91 Hourly / $4,740.80-$5,752.80 BiWeekly /
$10,271.73-$12,464.40 Monthly / $123,260.80-$149,572.80 Yearly


DESCRIPTION
Under general direction, provides overall plan administration oversight to the Countywide Deferred Compensation Program; develops and monitors policies and procedures; develops and monitors plan statistics and plan performance evaluation reports; provides technical expertise involving issues related to plan operation and the application of laws, rules and contract provisions; serves as coordinator for sub plans under the umbrella of the County’s plan program account.

DISTINGUISHING FEATURES

This single management/supervisory class is located in the Office of the Treasurer-Tax Collector, and reports directly to the Treasurer-Tax Collector. The incumbent is delegated the responsibility for the general administration of the Countywide Deferred Compensation Program which includes the 457(b) and the 401(a) defined contribution plans. This classification is distinguished from the next lower level classification in the deferred compensation Unit in that this position is responsible for overall plan administration oversight of the Countywide Deferred Compensation Program and is a first line supervisor for the Program. This classification also supervises the department personnel unit.

EXAMPLES OF DUTIES
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. Researches, compiles, and analyzes data relating to the Countywide Deferred Compensation Program, and make recommendations on issues relating to the Program to the County’s Deferred Compensation Plan Officer.
2. Works with the third party administrator (TPA) of the Deferred Compensation Program to resolve issues that fall within existing policy, or that require new policies to be established.
3. Reviews and evaluates monthly and quarterly reports submitted by the TPA to the department to monitor program administration; initiates improvements and changes as needed to assure program objectives are met.
4. Reviews all investment options, including investment products, and takes leadership role working with investment advisor in narrowing selection of replacement fund options that fall out of compliance with the Deferred Compensation Plan’s Investment Policy.
5. Briefs the Deferred Compensation Plan Officer on the Deferred Compensation Plan’s Investment Policy issues; acts as the administrative staff for and presents issues and proposals related to the Investment Policy to the Deferred Compensation Plan Ad Hoc Committee.
6. Develops and prepares reports and other data for communication of important issues as appropriate to the Deferred Compensation Plan Officer, Board of Supervisors, IRS, sub plan organization’s operations staff, and other interested parties.
7. Supervises personnel; counsels staff on technical problems; assigns and reviews work.
8. Participates in the selection of unit personnel; responsible for their training and orientation, and for performance evaluations; evaluates performance of subordinates and recommends retention, assignment, discipline, and promotion.
9. Participates in development and preparation of bid specifications for contracts relating to the Deferred Compensation Program; evaluates proposals submitted and makes recommendations to the County’s Deferred Compensation Plan Officer.
10. Coordinates annual participant educational seminars and monitors marketing presentations conducted by the TPA.
11. Reviews and evaluates current level of service, as required under contracts with the TPA and investment provider.
12. Provides final approval of recommendations made by the deferred compensation staff and each sub plan organization’s in-house deferred compensation operations staff for hardship withdrawal requests in accordance with the Plan Document and Internal Revenue Code Sections governing deferred compensation.
13. Consults with County Counsel, outside counsel, and the TPA, on new legislation and regulations; develops and writes proposals to adopt and implement the same.
14. Coordinates quarterly sub plan meetings and provides guidance, education and support to each sub plan organization’s in-house deferred compensation operations staff.
15. Ensures access to reports, financial statements, contracts and related plan documents, as appropriate, to the Legislative Audit Bureau, the Internal Auditor, the Deferred Compensation Officer, and other interested parties.
16. Attends annual National Association of Governmental Defined Contribution Administration (NAGDCA) Conference, Third Party Administrator Conference, and Pensions & Investments Defined Contribution Conference.
17. Oversees the Department personnel operations.
18. Develops departmental personnel policies; reviews performance evaluation reports; monitors compliance with affirmative action goals and the Americans with Disabilities Act.

MINIMUM QUALIFICATIONS
EITHER I

Education:

A Bachelor’s degree from an accredited college or university with major coursework in Business or Public Administration, Accounting, Economics, Human Resources, or a closely related field. (Additional experience as outlined below may be substituted for the education on a year-for-year basis.)

AND

Experience:

The equivalent of one year full-time experience in the class of Administrative Specialist II working in a deferred compensation unit, or three years experience in the class Retirement Specialist III.

OR II
Education:

A Bachelor’s degree from an accredited college or university with major coursework in Business or Public Administration, Accounting, Economics, Human Resources, or a closely related field. (Additional experience as outlined below may be substituted for the education on a year-for-year basis.)

AND
Experience:

At least three years of progressive experience in the areas of administration of a 457(b), 401(a), or 401(k) deferred compensation plan and the equivalent of one year full-time experience supervising employees, who process employee benefits and/or payroll.


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

KNOWLEDGE AND SKILLS
NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.


Knowledge of:

• State and federal laws, rules, and regulations governing defined contribution programs as authorized by IRS Code 457 Deferred Compensation Plan and 401(a) or similar tax-defined contribution plans.
• Philosophy, principles, and practices of deferred compensation programs.
• Principles and practices of public administration and supervision.
• Training methods and techniques.
• Effective techniques of interpersonal relations and program development.
• Word processing and spreadsheet applications and portable document format (PDF).


Ability to:

• Develop policies and procedures.
• Implement and monitor deferred compensation programs.
• Communicate effectively, orally and in writing.
• Make presentations to individuals and groups.
• Network and negotiate.
• Learn complex regulations and legislative requirements related to Deferred Compensation Plans, and interpret them into day-to-day operations of the plans.
• Understand investment principles, monitoring investment options and analysis.
• Plan, organize, and direct operations for county-wide deferred compensation plans.
• Initiate and manage projects and complex change processes; develop solutions.
• Develop and maintain effective working relationships with plan participants, county officials, third-party administrators, investment advisors, sub plan administrators, and support staff.
• Exercise independent judgment in applying and interpreting rules, regulations, legislation, and policy guidelines.
• Research, compile, and analyze information related to plan administration.
• Make decisions.
• Provide leadership.
• Exercise management control.
• Demonstrate interpersonal sensitivity.


CLASS SPEC HISTORY
JP:po 10/24/08
Newspecs: 1539.doc
CSC Date: 1/28/2009
DRH:cs Revised/Retitled 05/14/12
Old Title: Deferred Compensation Manager
CSC Date: 6/13/12
DRH:cs Administrative Change 7/9/13

BENEFITS

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

  • 11 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Employee Mortgage Loan Program
  • 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.