Senior Administrative Analyst

Salary : $94,515.20 - $126,713.60 Annually
Location : 481 Fourth Street - Hollister, CA. 95023, CA
Job Type: Regular, F-T
Job Number: 02195
Department: Administration
Opening Date: 08/28/2026
Closing Date: 9/11/2026 5:00 PM Pacific


Description
THE DEPARTMENT IS SEEKING CANDIDATES INTERESTED IN A REGULAR, FULL-TIME POSITION, WHILE ALSO CONSIDERING CANDIDATES INTERESTED IN A LIMITED-TERM OPPORTUNITY.

Under direction, to plan and perform a wide variety of difficult to complex professional, technical, and analytical activities to support the County Administrative Office and Internal Services; to analyze and recommend upon departmental budget requests; to assist in or coordinate preparation and administration of the County budget; to investigate, analyze, and report on operating policies, procedures, and problems in assigned departments or functional areas; to provide advice, consultation, information, and recommendations for County management and elected officials; to serve in specialty assignment of Human Resources or Purchasing Planning within supporting Internal Services, as assigned to perform special studies and projects, as directed; and to do related work as required
DISTINGUISHING CHARACTERISTICS There are four levels in the Administrative Analyst series, a job series used by the County Administrative Office. Administrative Analysts perform financial, budgetary, analytical and project management assignments with County-wide impact, including Human Resources. Positions in this class series are flexibly staffed. Positions perform a full range of duties, as assigned, independently with only occasional instruction or assistance as new or unusual situations arise. The Position is distinguished by the high degree of independence and level of responsibility, the greater complexity of work assigned, management and creation of large programs and/or supervisory responsibility for one or more professional, technical, and/or support staff.

This is the advanced working level class in the Administrative Analyst series. This classification requires highly specialized knowledge, abilities, skills, and experience and the incumbent often exercises independent judgment in the performance of duties. Incumbents work closely with the County Administrative Officer, Deputy County Administrative Officer, elected officials, appointed department heads, and other staff members. The incumbent develops and implements County-wide organizational strategies and policies and performs highly complex analysis in various functions such as finance, operations, and administration for the Administrative Office. Incumbents may manage functions or programs such as the budget and financial strategies for the County, Purchasing/ Planning, Human Resources, contracts, and other activities. Work is performed within a broad framework of general policy and is judged primarily on overall results with considerable latitude in determining work methods and assignment requirements. The employee exercises authority over assignments and makes decisions required to complete the work.
This is a flexibly staffed series. Flexible staffing refers to positions where the department head has the ability to promote employees from the entry level of a classification to the journey level based on the employee gaining the required experience and knowledge to perform journey level duties and enabling language in a class specification. Flexible staffing is to be used in a class series in which both entry and working level classes are assigned the same kinds of duties with the difference being scope of duties performed, the level of skills required, and the amount of supervision received. The authority for flexibly staffed positions is contained within individual job descriptions. Flexibly staffed positions not budgeted may not be filled unless budget appropriations have been approved prior to the employee's advancement from one level to the next.

REPORTS TO
County Executive Officer, Deputy County Excusive Officer, or designee.

CLASSIFICATIONS SUPERVISED
May supervise professional, technical, and support staff.


TYPICAL PHYSICAL REQUIREMENTS Sit for extended periods; frequently stand and walk; normal manual dexterity and eye-hand coordination; lift and move objects weighing up to 25 lbs.; corrected hearing and vision to normal range; verbal communication; use of office equipment, including computer, telephone, calculator, copiers, and FAX.


TYPICAL WORKING CONDITIONS Work is performed in an office environment; continuous contact with other staff, other agencies, and the public. May be required to work a varied schedule of hours, which may include early mornings, evenings, weekends, and holidays.
Example of Duties


(The following is used as a partial description and is not restrictive as to duties required.)

• Oversees or participates in the County's entire budget process through production and distribution of the CAO's proposed budget and its presentation to the Board of Supervisors for approval at public hearings; develops the budget manual and forms, including budget assumptions, parameters, procedures, and reference materials; coordinates preparation of revenue forecasts; provides technical assistance and advice to County management staff regarding the budget document and process; analyzes all county department budget requests and determines the value of projected activities and programs concerning proposed revenues and costs; ensures the budget and budget process meet legal requirements.
• Advises department managers, supervisors, and employees in the interpretation and application of personnel rules, policies, and procedures and state and federal laws related to recruitment, selection, classification, compensation, benefits, labor relations, disability management, management rights and responsibilities, performance management and recognition, discipline, and/or equal employment opportunity.
• Reviews and examines on-going expenditures, revenues, staffing, and operations of departments against approved budgeted items; prepares quarterly revenue and expenditure reports for presentation to the Board of Supervisors, noting any unusual trends or developments.
• Supports department heads, senior administrative staff, and elected officials on contracts, programming, operations, budgetary, administrative, and financial matters.
• Makes recommendations on requests for transfers of funds, including contingency transfers, and for approval or disapproval of proposed items.
• Leads, conducts, and ensures effective job analysis and examination planning, recruitment strategies, examination methodologies, and application review.
• Represents County Administration with employee organizations, including contract negotiations; consults with County Administrative Officer, Board of Supervisors, and department heads on matters of policy, contracts, Request for Proposals (RFP), and on terms of memoranda of understanding before and during the negotiation process.
• Provides advice, consultation, and recommendations for County management, staff, and elected officials.
• Recommends solutions to departmental and interdepartmental operation and administrative problems, involving policies, functions, organizational structure, workload, expense control, physical facilities, and record keeping procedures.
• Conveys Board of Supervisors' direction to and performs staff work for the County's Chief Negotiator with recognized employee organizations in meet-and-confer sessions; recommends the selection of other members of the County's negotiating teams and may act as Chief Negotiator on occasion.
• Studies statutory and proposed legislative requirements relating to the County budget, operation of departments, programs, and recommends the most effective means of compliance.
• Organizes, leads, and conducts special projects as assigned, including comparative surveys of costs, procedures, forms, equipment, office systems, and methods in other government agencies and private firms; develops methodology and analyzes complex administrative and fiscal proposals.
• Analyzes management and union proposals, as well as information on wages, benefits, working conditions, and other terms and conditions of employment for County employees, to determine feasibility, costs and policy implications, and make sound recommendations.
• Represents the County Administrative Officer, Deputy County Administrative Officer, and the Board of Supervisors with the public, the media, assigned committees or commissions, and other government agencies, as assigned.
• Participates in the selection, training, supervision, and evaluation of lower level professional, technical, and staff in the Administrative Office.
• Assists in the development of goals, objectives, policies, and procedures; investigates, interprets, analyzes and prepares recommendations in relation to proposals for new programs, grants and/or services; analyzes, interprets and explains County policies and procedures; confers with members of the public to explain procedures and policies.
• Coordinates the development, establishment, and maintenance of a countywide administrative Policies and Procedures Manual in cooperation with other County departments.
• Presents staff reports to the Board of Supervisors and explains or justifies recommendations.
• Plans, implements, and administers programs and activities to carry out the County's Human Resources, Board of Supervisors, and County Administration goals and objectives.
• Research and coordinate internal and external resources to complete and oversee implementation of a County facility planning and strategy.
• Other duties as assigned.

Minimum Qualifications
Any combination of training and experience which would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the required knowledge and abilities would be:
A Bachelor's degree from an accredited college or university with major course work in public administration, business administration, accounting, finance, or a related field. A Master's degree from an accredited college or university with major course work in public administration or business administration or possession of a Certified Public Accountant or Certified Internal Auditor certificate may be substituted for one year of the required experience. Additional qualifying experience may be substituted for the required education on a year-for-year basis,

AND
One year of experience as an Associate Administrative Analyst with San Benito County or three years of progressively responsible professional administrative, accounting, budgetary, human resources, purchasing, or analytical experience in a California city or county government.
Special Requirements
Possession of, or the ability to obtain, an appropriate valid California Driver's License.


All County employees can and will be called upon to act as Disaster Workers when needed.


In the event that an employee changes class, or if requirements are changed after initial appointment, employees may be required to submit to a background investigation.

Knowledge Of/Ability To

Knowledge of:
Functions, organization, and programs of California local government agencies.
Organization, functions, programs, and policies of the San Benito County government.
Laws, rules, regulations, and policies applicable to assigned operations.
County policies and procedures regarding budget, administrative and financial functions.
Principles methods and procedures of budget development, expenditure control, and fiscal administration.
Research methods and statistical analysis.
Project development, management, and administration.
Purchasing methods and procedures, including formal and informal bidding processes.
Data processing methods and procedures and management information systems.
Principles and practices of public administration, management, staff supervision, employee training, and work evaluation.
Report writing techniques and advanced principles and practices in assigned area of responsibility.
Principles and practices of public personnel administration, including federal, state, and local laws, case law, rules, and regulations related to the field.
Modern office practices, methods, and computer equipment and applications related to the work, including word processing, database, and spreadsheet software.
Conflict resolution skills.
Ability to:
Provide management, direction, oversight, and guidance for assigned functions and areas of the County Administrative Office or Internal Services Department.
Provide supervision, training, and work evaluation for assigned staff.
Coordinate assigned portions of the budget development process.
Perform a wide scope of complex research, studies, and analytical work.
Read and interpret laws, ordinances, and regulations affecting the operations, programs, and services of the County.
Provide a variety of advice and consultation for County management and elected officials.
Conduct in-depth financial and policy analysis and research and prepare a variety of comprehensive reports.
Use advanced skills for creating Excel spreadsheets.
Make effective oral and written presentations.
Effectively represent the County Administrator and the Board of Supervisors in responding to inquires, assisting, and dealing with public, community organizations, boards, commissions, and other government agencies.
Operate modern office equipment including computer equipment and specialized software applications programs.
Communicate clearly and concisely, both orally and in writing.
Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
In accordance with California Government Code section 3100, et., seq., all County of San Benito employees are considered disaster service workers who may be required to report for duty, or remain on duty to address disaster service activities in the event of an emergency or disaster and are required to undertake an applicable loyalty oath.

Supplemental Information
The contents of this class specifications shall not be construed to constitute an expressed or implied warranty or guarantee, nor shall it constitute a contract of employment. The County of San Benito assumes no responsibility beyond the general accuracy of the document, nor does it assume responsibility for any errors or omissions in the information contained herein. The contents of this specification may be modified or revoked without notice. Terms and conditions of employment are determined through a "meet and confer" process and are subject to the Memorandum of Understanding currently in effect.

SAN BENITO COUNTY BENEFITS FOR MANAGEMENT EMPLOYEES
(This is meant to be an overview of benefits only. For full benefit terms and conditions, please see MOU)

Employees in regular, full-time positions will be eligible to participate in the following employee benefits:

Pay Day: Employees are paid bi-weekly.

Insurance Deductions: The insurance and benefits deductions will take place bi-monthly, normally the first two pay periods of the month. Bank/Credit union and 457 Retirement Deferrals deductions will take place bi-weekly.

Vacation: Based on continued years of service. Newly hired MEG employees may be eligible for higher vacation accrual rate for previous public sector experience (verification required). Maximum accruals may apply depending on the bargaining unit.

• < 4 years of service = 10 days per year
• 5 to 9 years of service = 15 days per year
• 10 to 14 years of service = 18 days per year
• 15 + years of service = 20 days per year

Administrative Leave: Management employees receive 80 hours of administrative leave per calendar year. Forty (40) unused hours can be paid out at the end of the calendar year. Administrative leave is pro-rated.

Holidays: 13.5 holidays (including 3 floating) for most employees. Safety officers and dispatchers receive approximately 5% holiday pay in addition to their base pay in lieu of paid holidays off.

Sick Leave: 15 days per year. Maximum accruals apply.

Medical Plan: Comprehensive CalPERS medical plans available for full-time employees. Employees appointed to a regular position at a time base of 50% or higher are eligible to participate.

Increase County contributions to medical effective January 2024.

a. Employee Only: $750.00, which would include the PEMHCA Minimum
b. Employee Plus One: $1,250.00, which would include the PEMHCA Minimum
c. Family: $1,515.00, which would include the PEMHCA Minimum

The County's contribution above shall be prorated for positions that are less than .90 FTE rounding to the nearest one-quarter time.

HRA: Employee Only Medical Plan: $1,500 maximum
Employee Plus One Medical Plan: $3,000 maximum.
Employee Plus Family Medical Plan: $4,000 maximum.

Employees who are eligible to receive a "cash in lieu of' enrollment in the County's medical plan shall receive a taxable payment of $150 monthly (pro-rated into biweekly installments of $69.23).

Dental Plan: County contributes $30 to Delta Dental plan for full-time employees and their families.

Vision Plan: The County pays for employee coverage and the employee can pay for dependent coverage. This benefit is available to full-time employees only.

Employee Assistance Program: The County provides confidential short-term counseling services to employees and dependents.

Life Insurance/AD&D: County pays for a $20,000 BASIC life insurance policy for each employee. Voluntary life insurance plans available.

Disability Insurance: Confidential and Management groups participate in the State Disability Insurance.

Credit Union: Membership to the Santa Clara Federal Credit Union is available to San Benito County employees.

Deferred Compensation: Employees may participate in tax-deferred retirement savings. Three 457 plans are available. Employees may rollover funds from prior 401k or 457 accounts. IRS limits apply.

Retirement: Regular employees will be enrolled into the CalPERS retirement system in accordance with the Public Employees' Retirement Law. Employee contributions vary according to bargaining unit.

All New Miscellaneous (non-Safety) employees enrolled into the CalPERS retirement system participate in the full formula of 2% at 62. Miscellaneous employees participate in Social Security in addition to CalPERS.

Supplemental Insurance: Employees may participate in various AFLAC plans such as accident, disability, and cancer insurances.

Flexible Spending Accounts: Health and Dependent Care available, pre-tax deductions.
01


I understand all County employees will be required to take an Oath of Office and will be called upon to act as Disaster Service Workers, when needed.

• Yes

02


Please be sure to answer the supplemental questions thoroughly and accurately. Applicants are responsible for clearly, completely, and accurately identifying their qualifications. Your responses to the questions must be supported by both the work experience listed on your application as well as your resume. The rating of the supplemental questions may determine your application status and/or rank on the eligible list. Answers such as "see resume" or "see above" will remove you from consideration. I have read and understand the statement above concerning submission of supplemental questionnaire responses.

• Yes
• No

03


Please indicate your highest level of education.

• Did not complete high school or equivalent
• High School, GED, or equivalent
• Some College
• Associate's Degree
• Bachelor's Degree
• Master's Degree or higher

04


How many years of progressively responsible professional administrative, accounting, budgetary, human resources, purchasing, or analytical experience do you have in a California city or county government?

• Less than 3 years
• 3 years to less than 4 years
• 4 years to less than 5 years
• 5 years to less than 7 years
• 7 years to less than 10 years
• 10 years or more

05


Tell us about a challenging policy you developed or modified. Explain the need for the change and the steps you took in developing or revising the policy. What was the challenge? What steps did you take? What was the result for your organization? What would you do differently?
06


Describe your training and experience in researching, developing, analyzing data, implementing programs for a special project, and policy or regulation. Give a specific example of analysis, steps used in the development, evaluation, research, and implementation you presented to decision-makers. What recommendation did you make, was your recommendation adopted, and how was it implemented? If none, indicate "N/A."
07


How many years of experience do you have with preparing contracts and working on vendor selections (e.g, single/sole source exceptions, exemptions, and/or requests for proposals)?
08


Describe your experience preparing financial reports for executive leadership, governing boards, or elected officials.
09


Describe your experience developing and managing a government budget. What was your role in the budget process?
Required Question