Description
Note: This recruitment/posting was updated on 7/31/23 at 5 pm to reflect a revised application and selection process.
In Huntington Beach, we believe passionately that the key to becoming the best beach City in the world starts and ends with finding the right people to join our team. At this time, we have an outstanding career opportunity available, as we're looking for the "right person" to serve as
Chief Assistant City Attorney. City Attorney's Office The Office of the City Attorney represents the City in all aspects of legal representation. In addition to handling all lawsuits in-house, and prosecuting crimes at the local level, the City Attorney's Office advises the City Council and all City officials in all matters of law pertaining to the business of the City of Huntington Beach. Among other things, generally the City Attorney defends the City in every lawsuit, including Writs and Appeals, prepares and/or reviews all City Ordinances, Resolutions, contracts and other legal documents. The City Attorney also prosecutes criminal cases arising from violation of the provisions of the City Charter or Huntington Beach Municipal Code, and such State misdemeanors as the City has the power to prosecute.
The Position The City of Huntington Beach offers a truly unique opportunity for experienced California municipal attorneys. As one of the few cities with an elected City Attorney, the Chief Assistant serves an oversized role, with a great deal of autonomy and prestige but without the negative aspects of the top spot. Additionally, the next Chief Assistant will have the opportunity to be part of a City that is leading the way in its efforts to protect its local control. The Chief Assistant City Attorney supervises and oversees the operations of the City Attorney's Office; manages the day-to-day activities, attornies, and support staff. This classification is designated as “at will” which excludes it from the competitive service of the city and the City’s Classification Plan.
Please note: This recruitment may close at any time, and will close when the hiring manager determines that a sufficient number of qualified applications have been received.
Examples of Essential Duties
- Assists the City Attorney in administering the city’s legal functions
- Serves as senior counsel in handling serious, controversial and complex litigation and in providing advice and counsel to and on behalf of the City
- Supervises professional and support staff; provides and coordinates staff training; works with employees to correct deficiencies; implements disciplinary actions and recommends termination procedures
- Oversees all important litigation matters that encompass a variety of complex legal issues, including monitoring all phases of pretrial, trial and appellate work in state and federal courts and before administrative agencies
- Analyzes and researches legal problems; prepares opinions; confers with and advises City officials, staff, departments, advisory bodies and commissions on legal questions pertaining to their respective powers, duties and functions and obligations
- Monitors proposed legislation and court decisions related to municipal law and activities; evaluates the impact to City operations
- Implements cost control procedures for outside counsel
- Performs the duties of the City Attorney in the absence of the City Attorney;
- Maintains effective and extensive professional relationships with representatives of other local, state and federal agencies
- Performs other such legal duties consistent with the City Charter as may be required of him/her by the City Council
Minimum Qualifications
Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes :
Education: Graduation from a law school accredited by the American Bar Association with a Juris Doctorate degree.
Experience: Five years of increasingly responsible experience in city or related government law, including trial experience, and two years of administrative or supervisory responsibility.
License/Certification: Active membership in the State Bar of California. Valid California Driver’s License
Please click here to view the full job description.
APPLICATION AND SELECTION PROCESS:- Application Review - Please attach to your online application 1. a cover letter, 2. an updated resume.
- Examination(s) - An oral board exam (weighted 100%) will be scheduled when a sufficient number of qualified applications has been received.
- Selection Interview
- Background Investigation
- Appointment
Supplemental Information
The City of Huntington Beach offers a comprehensive benefit package for Non-Associated employees including:
SALARY RANGE for Executive Management consist of a "starting point", "control point" and "high point". Salary increases up to 5% may be awarded based on performance at annual review and market data.
TEN-TWELVE PAID HOLIDAYS provided per year (see MOU).
GENERAL LEAVE with pay of 176 hours is granted to regular employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service.
EXECUTIVE LEAVE with pay is granted in the amount of 80 hours per calendar year
GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.
FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.
RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members.
The benefit formula, final compensation period, and member contribution rate is as represented below:
Classic Miscellaneous Members:Benefit Formula Miscellaneous: 2.5% at age 55
Final Compensation Period: 1-year Final Compensation
Member Contribution Rate: 8.0% of Reportable Compensation
New Miscellaneous Members under PEPRA: Benefit FormulaMiscellaneous: 2% at age 62
Final Compensation Period: 3-year Final Compensation
Member Contribution Rate: 7.25% of Reportable Compensation (eff. 7/1/23)
Classic Safety Members:Benefit FormulaSafety: 3.0% at age 50
Final Compensation Period: 1-year Final Compensation
Member Contribution Rate: 9.0% of Reportable Compensation
New Safety Members under PEPRA:Benefit FormulaSafety: 2.7% at age 57
Final Compensation Period: 3-year Final Compensation
Member Contribution Rate: 12.50% of Reportable Compensation (eff, 7/1/23)
DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available.
CREDIT UNION membership is available to all City employees and provides access to low interest loans.
FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval.
NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.
For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Non-Represented (Non-Associated) Employees'".
