What are the responsibilities and job description for the Recreation Programmer position at City of Rialto, CA?
Classification Definition
DEFINITION
Under the general guidance and direction of the Recreation and Community Services Manager, the Recreation Programmer is responsible for creating developing and implementing various programs, services and/or special events that meet the needs and interests of the residents for the City of Rialto. Specifically, this classification oversees the delivery of various recreation programs; assesses and evaluates recreation programs; networks and partners with various stakeholders to coordinate, facilitate, and collaborate in the delivery of programs, services and special events. This position plays an integral role in enabling the city to provide a comprehensive and enjoyable variety of programming initiatives, services and special events for its residents.
To plan, organize, and provide oversight for assigned recreation activities, services, facilities, special events, classes, and programs; conduct outreach and marketing activities; interact with participants, sponsors, and community groups and perform related duties as assigned.
SUPERVISION RECEIVED AND EXERCISED
Incumbents of this classification work under the supervision of the Recreation and Community Services Manager.
Receives general supervision from an assigned Recreation and Community Services Manager.
This classification exists to perform recreation work in a lead capacity - performing functional supervision of part-time employees and volunteer.
Essential Duties and Responsiblities
Essential Functions:
- Areas of assignment may include Aquatics, Youth & Adult Sports, After School Program, and/or Facilities/Athletic Fields usage coordination.
- Organize and coordinate a variety of athletic events and competitions for the Recreation and Community Services division; develop athletic events.
- Establish schedules and methods for providing assigned recreation services; implement policies and procedures.
- Monitor program performance; recommend and implement modifications to systems and procedures.
- Select, train, motivate, and evaluate part-time recreation personnel; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline and termination procedures.
- Schedule usage of recreational facilities for aquatics and sports programs and events; ensure that adequate staff is available for programs and events; may participate in preparing facilities and athletic fields for programs and events.
- Develop an appropriate fee schedule for City facilities; submit to assigned supervisory staff.
- Organize, schedule, and implement recreation activities and other related programs.
- Maintain records and develop reports concerning new or ongoing programs and program effectiveness; prepare statistical reports as required.
- Promote and coordinate assigned sports activities; prepare program event and facility marketing material including news releases, flyers, schedules of events, pamphlets, and brochures.
- Participate in the preparation and administration of assigned budget; submit budget recommendations; monitor expenditures.
- Perform related duties and responsibilities as required.
- When assigned to Aquatics: Supervise, conduct, and provide instruction as needed in lifeguarding, swimming, special swim classes, and lifesaving classes.
Knowledge of:
- Basic operations, services and activities of a recreational administration program.
- Principles and practices of recreation program development and implementation.
- Procedures, methods and techniques of budget preparation and control.
- Principles and procedures of governmental accounting.
- Rules and proper techniques for playing a variety of sports activities.
- Recent developments, current literature and information related to recreational administration.
- Water safety and lifesaving techniques (Aquatics only)
- Methods and techniques of filing and record keeping.
- Principles and practices of data collection and report preparation.
- First aid and CPR.
- Modern office equipment including computers.
- Pertinent Federal, State and local laws, codes and safety regulations.
Ability to:
- Coordinate and direct assigned recreation programs.
- Recommend and implement goals and objectives for providing recreational services and activities.
- Maintain detailed files and records.
- Interpret and explain City policies and procedures.
- Allocate limited resources in a cost effective manner.
- Communicate clearly and concisely, both orally and in writing.
- Establish and maintain effective working relationships with those contacted in the course of work.
- Maintain mental capacity which allows for effective interaction and communication with others.
- Maintain physical condition appropriate to the performance of assigned duties and responsibilities.
- Maintain effective audio/visual discrimination and perception to the degree necessary for the successful performance of assigned duties.
Minimum Qualifications
EXPERIENCE AND TRAINING GUIDELINES Minimum requirements as a condition of hire:
Experience:
Two years of increasingly responsible recreational administration experience.
Training:
High School diploma or equivalent supplemented by specialized training in recreational administration, physical education or a related field.
License or Certificate
- Possession of a State of California driver's license.
- First Aid/CPR certificate.
When assigned to Aquatics Program:
- Possession of a current Water Safety Instruction Certificate
- Possession of a current Lifeguard Instructor Certificate
Supplemental Information
Application Procedure:
A City application form and supplemental questionnaire (if applicable) MUST be submitted and received by the closing date. Please apply online at www.yourrialto.com. All other employment inquiries can be directed to The City of Rialto, Human Resources Department. 246 S. Willow, Rialto, CA 92376. Telephone: (909) 820-2540.
Selection Process:
Candidates must clearly demonstrate through their application material that they meet the employment standards outlined above. All properly completed applications will be reviewed, and the most appropriately qualified individuals will be invited to continue in the selection process. Examinations for the positions may consist of any combination of written, performance, and oral exams to evaluate the applicant's skills, training, and experience for the position. Successful applicants will be placed on an eligibility list. The City may also merge lists. The selected candidate(s) must successfully complete pre-employment clearances which may include a physical, drug screen, and fingerprinting.
Veterans Preference Credit Eligibility:
Veterans of the armed forces, who have been discharged or released from active duty under conditions other than dishonorable (Government Code: 18540.4), shall receive an additional five (5) points to their final examination score for ranking purposes only. This preference will apply only to the first appointment to any regular full-time City appointment. A copy of your valid DD214 must be submitted on or before the final filing date in order to be eligible for Veterans Preference Credit. For more information, please see the City's Veteran's Preference Policy. (Download PDF reader)
E-Verify:
The City of Rialto is an E-Verify employer. E-Verify is an internet based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA) that allows participating employers to electronically verify the employment eligibility of newly hired employees in the United States.
This benefits overview is a summary and is not to be considered all-inclusive or applicable to all employees.
THE PROVISIONS OF THIS BULLETIN DO NOT CONSTITUTE AN EXPRESSED OR IMPLIED CONTRACT. ANY PROVISION IN THIS BULLETIN MAY BE MODIFIED OR REVOKED WITHOUT NOTICE.
RETIREMENT
The California Public Employees' Pension Reform Act (PEPRA), which took effect in January 2013, changes the way CalPERS retirement and health benefits are applied, and places compensation limits on members. The greatest impact is felt by new CalPERS members.
As defined by the PEPRA, a new member includes:
All members who don't fall into the definitions above are considered classic members. Classic members will retain the existing benefit enrollment levels for future service with the same employer.
According to the Rialto City Employees Association (RCEA) Memorandum of Understanding, in addition to the monthly salary, the City offers:
CAFETERIA PLAN The City's Contribution to the Cafeteria Plan to go towards the employee's contributions for health, vision, and dental insurance premiums will be one thousand eight hundred dollars ($1,800) per month. Employees hired on or after 11/14/2018 shall be provided one thousand eight hundred dollars ($1,800) per month, but there shall be no cash back to the employee for any amount not used. Opt out for new hire employees (on or after 11/14/2018) shall be limited to a $200 per month for not electing City medical insurance.
LIFE INSURANCE provides a $75,000 double indemnity policy for employee plus dependent coverage ($10,000 for spouse and $5,000 dependent children).
MERIT RAISES may be received in the form of salary increases seven times within or in six years with the attainment of satisfactory work performance.
BILINGUAL PAY is paid at the rate of $100 per period for employees who successfully pass the bilingual proficiency examination for Spanish.
EDUCATIONAL INCENTIVE An employee who has completed the probationary period and has attained college degrees will receive an increase to their pay as follows:
Associate's Degree: Three percent (3%) of base salary
Bachelor's Degree: Five percent (5%) of base salary
Master's Degree: Seven point five percent (7.5%) of base salary
Please note, these educational incentives are not cumulative.
TUITION REIMBURSEMENT Employees can receive up to $2,500 per fiscal year.
VACATION is earned at the biweekly rate of six (6) hours for the first through fourth years.
SICK LEAVE is accumulated at the rate of 4.62 hours per period (120 hours per year) with no maximum amount of accumulation.
SPORTS CENTER Employees, employees' spouses, retirees, and retirees' spouses shall be allowed free use of the Rialto Fitness Center during normal operating hours as long as the City has managerial control of the facility. Employees, employees' spouses, retirees, and retirees' spouses shall adhere to the same regulations regarding reservations and the use and care of the facilities as the general public.
DEFERRED COMPENSATION is available to those employees who wish to supplement their retirement income. Money may be deducted from their checks and placed in a security plan without paying taxes on the amount until it is withdrawn. Employees with 5-9 years of City service the City contributes $300/month on the employee's behalf. Employees with 10 years of City service the City contributes $600/month on the employee's behalf.
Current Benefits/Incentives: Rialto City Employees' Association
EMERGENCY SERVICE: All City employees are required to perform assigned Emergency Service duties in the event of an emergency or disaster.
The California Public Employees' Pension Reform Act (PEPRA), which took effect in January 2013, changes the way CalPERS retirement and health benefits are applied, and places compensation limits on members. The greatest impact is felt by new CalPERS members.
As defined by the PEPRA, a new member includes:
- A member who joined CalPERS prior to January 1, 2013, who, on or after January 1, 2013, is hired by a different CalPERS employer following a break in service of more than six months.
- A new hire who joined CalPERS for the first time on or after January 1, 2013, and who has no prior membership in another California public retirement system.
- A new hire who joins CalPERS for the first time on or after January 1, 2013, and who was a member of another California public retirement system prior to that date, but who is not subject to reciprocity upon joining CalPERS.
All members who don't fall into the definitions above are considered classic members. Classic members will retain the existing benefit enrollment levels for future service with the same employer.
According to the Rialto City Employees Association (RCEA) Memorandum of Understanding, in addition to the monthly salary, the City offers:
CAFETERIA PLAN The City's Contribution to the Cafeteria Plan to go towards the employee's contributions for health, vision, and dental insurance premiums will be one thousand eight hundred dollars ($1,800) per month. Employees hired on or after 11/14/2018 shall be provided one thousand eight hundred dollars ($1,800) per month, but there shall be no cash back to the employee for any amount not used. Opt out for new hire employees (on or after 11/14/2018) shall be limited to a $200 per month for not electing City medical insurance.
LIFE INSURANCE provides a $75,000 double indemnity policy for employee plus dependent coverage ($10,000 for spouse and $5,000 dependent children).
MERIT RAISES may be received in the form of salary increases seven times within or in six years with the attainment of satisfactory work performance.
BILINGUAL PAY is paid at the rate of $100 per period for employees who successfully pass the bilingual proficiency examination for Spanish.
EDUCATIONAL INCENTIVE An employee who has completed the probationary period and has attained college degrees will receive an increase to their pay as follows:
Associate's Degree: Three percent (3%) of base salary
Bachelor's Degree: Five percent (5%) of base salary
Master's Degree: Seven point five percent (7.5%) of base salary
Please note, these educational incentives are not cumulative.
TUITION REIMBURSEMENT Employees can receive up to $2,500 per fiscal year.
VACATION is earned at the biweekly rate of six (6) hours for the first through fourth years.
SICK LEAVE is accumulated at the rate of 4.62 hours per period (120 hours per year) with no maximum amount of accumulation.
SPORTS CENTER Employees, employees' spouses, retirees, and retirees' spouses shall be allowed free use of the Rialto Fitness Center during normal operating hours as long as the City has managerial control of the facility. Employees, employees' spouses, retirees, and retirees' spouses shall adhere to the same regulations regarding reservations and the use and care of the facilities as the general public.
DEFERRED COMPENSATION is available to those employees who wish to supplement their retirement income. Money may be deducted from their checks and placed in a security plan without paying taxes on the amount until it is withdrawn. Employees with 5-9 years of City service the City contributes $300/month on the employee's behalf. Employees with 10 years of City service the City contributes $600/month on the employee's behalf.
Current Benefits/Incentives: Rialto City Employees' Association
EMERGENCY SERVICE: All City employees are required to perform assigned Emergency Service duties in the event of an emergency or disaster.
Salary : $2,500