Job Description

Salary : $65,843.00 - $97,513.00 Annually
Location : Mammoth Lakes, CA
Job Type: Full-Time
Job Number: 202300190
Department: Behavioral Health Department
Opening Date: 07/02/2025
Bargaining Unit: MCPE


Statement on Remote Work Policy - Mono County, California

"Mono County does not allow fully remote positions. All employees are required to perform their job duties in person at their designated work location(s) to ensure adherence to Mono County policies, state labor laws, applicable tax regulations, and operational requirements. Requests for intermittent remote work may be considered on a case-by-case basis and are subject to the approval of both departmental management and Human Resources."
Description


This is a limited term position (exp. 06/30/2027)

Classification Definition
The Staff Services Analyst I/II classes are responsible for performing general administrative, personnel, staff development, fiscal, and/or program analytical work. Incumbents gather, tabulate, analyze, and chart data; interview and consult with departmental officials, employees and others to give and receive information; prepare reports and make recommendations on procedures, policies, and program/functional area issues and alternatives; review and analyze proposed legislation and advise management on the potential impact; make decisions in financial, personnel, and other administrative systems of average to difficult complexity; and prepare correspondence.
The Staff Services Analys t I level is the entry level into the professional series. Incumbents work under close supervision. Assignments are generally limited in scope and under the direction of a higher-level employee. As experience is gained, the incumbent is granted more independence from supervision. Most incumbents are expected to promote to the II level after a year of satisfactory performance; however, positions limited to analytical duties of a more routine, repetitive nature will be permanently allocated to the I level. The journey level in the series and under general supervision, is responsible for performing at the journey level, working independently, performing the full range of dutiesIt differs from the Senior Staff Services Analyst in that the latter either supervises technical staff and other analysts or is given the highly specialized and complex assignments consisting of department-wide responsibilities.
Staff Services Analyst II level, assignment can be in any of one the following options: General, Personnel, Staff Development, Fiscal, or Program Analysis. In addition to assignment in one of the options, separate minimum qualifications and recruitments are permitted which allow for separate lists for each option that meet the specific needs of the assignment. If a position in this class is allocated to one of the options, the assignment of such option is made only in those departments that are large and complex enough to support such specialized assignments.


Staff Services Analyst III leads and/or performs complex professional-level analytical duties involving general administrative, personnel, staff development, statistical, fiscal, and/or program work; and performs other work as required.
This is the advanced journey/specialist level class in the professional Staff Services series. Similar to the Staff Services Analyst I/II, a Staff Services Analyst III may supervise subordinate clerical or technical staff. However, unlike a Staff Services Analyst I/II, a Staff Services Analyst typically has responsibility for one or both of the following:

Serving as a lead worker over a staff support services unit by assigning, monitoring, and reviewing the work of other professional analysts engaged in general administrative, personnel, staff development, fiscal, and/or program analytical work. Rarely, an incumbent may directly supervise another analyst when the lower level analyst's assignments involve the more routine and repetitive work, and where supervision of that employee is ancillary to the incumbent's preponderant duties.
Performing the more advanced and complex analytical work in the work unit. This typically includes coordinating department-wide administrative activities and/or projects. Duties require advanced and extensive knowledge pertaining to administrative service functions.

The Staff Services Analyst III differs from the Staff Services Analyst II in that incumbents in the latter class do not lead the work of other analysts nor are they typically assigned to coordinate specialized administrative functions with department-wide scope. This class also differs from the class of Supervising Staff Services Analyst in that the latter is preponderantly a first-level supervisor over a group of analysts. Finally, this class differs from Staff Services Analyst Manager in that the latter is the highly advanced level in the Staff Services Analyst series where incumbents serve as functional managers (e.g., as a fiscal administrator or officer) over a complex staff services function but may not have first-line supervisory responsibility over other analysts.
Examples of Duties

TYPICAL DUTIES

Duties may include, but are not limited to, the following. For Staff Services Analyst I, duties are performed at the entry level:
This position is funded by the Behavioral Health Bridge Housing grant and will be focused on understanding all eligible housing resources in the county and region, serving as a liaison with other departments and agencies that have housing programs, ensuring that MCBH staff are connecting clients with all resources, and providing oversight of the BHBH housing programs that MCBH operates. Additionally, this position would track and implement new behavioral health housing initiatives. Examples of duties include, but are not limited to:

• Work closely with Eastern Sierra Community Housing and Inyo Health and Human Services to coordinate rental assistance
• Develop policies and procedures related to hotel/motel vouchers
• Participate in implementation of regional interim housing project
• Grant reporting and HMIS data input

For All Options :

• Compiles and analyzes data and makes recommendations on the formulation of policy and procedures and staffing and organizational changes.
• Conducts surveys and performs research and statistical analysis on administrative, fiscal, personnel, and/or programmatic problems.
• Performs professional analytical and technical work in the formulation and administration of department or division budgets, development and management of grants and contracts, management of department level procurement, and /or coordination of personnel functions.
• Participates and assists in the design, implementation, and installation of new and revised programs, systems, software, procedures, methods of operation, and forms.
• Assists in coordinating and monitoring the administrative functions of the department; compiles materials; assists in the preparation of budgets, reports, manuals, and publications.
• Assists in the coordination of departmental activities with other departments, divisions, units, and with outside agencies; represents the department in committee meetings; responds to complaints and requests for information.
• Reviews, evaluates, and decides on appeals in administrative hearings.
• May lead and train staff as assigned.
• Performs related duties as assigned.

For Personnel Option (in addition to the general duties) :

• Assists with or conducts recruitments and examinations, including outreach activities for equal employment opportunity recruiting.
• Assists with or conducts classification and pay studies, including job audits, salary surveys, class specification revisions, or new class development.
• Assists or handles various labor relations activities including handling grievances and serving as a team member during negotiations.
• Conducts investigations into a variety of employee and/or consumer complaints, including civil rights complaints.

For Staff Development Option (in addition to the general duties):

• Conducts assessment to determine training and development needs.
• Identifies, develops, and/or coordinates resources for training and staff development including workshops, college coursework, training programs, and on-the-job training sessions.
• Conducts workshops and training sessions on a variety of topics including but not limited to technical skills, program areas, supervisory principles, customer service skills, safety, diversity, and sexual harassment prevention training modules.

For Fiscal Option (in addition to the general duties):

• Performs fiscal analysis and prepares recommendations relating to the status of various fund balance projections, fiscal transactions, and related financial activities; analyzes findings and prepares recommendations for department management.
• Assists in budget preparation, proper expenditure coding, document preparation, and other financial-related activities; monitors budget for various units and projects.
• Assists in the fiscal and accounting oversight, monitoring, and management of contracts, grants, and other funding/expenditure sources.

For Program Analysis Option (in addition to the general duties):

• Plans, identifies, and analyzes program administration problems and develops solutions.
• Reviews regulatory materials for program impact; possible review and revision of current systems and procedures.
• Coordinates multi-disciplinary groups for program systems review.

Staff Services III:

Depending on assignment, duties may include, but are not limited to, the following:

• Leads and performs complex professional-analytical work pertaining to the review and analysis of departmental operations, policies, and procedures, which may include ad hoc analyses of various statistical and fiscal data.
• Assigns coordinates, schedules, and monitors subordinates' work; may provide trainingand instruction to subordinate employees.
• Performs advanced and specialized analytical assignments that typically includecoordinating department-wide functions and/or projects and require extensive knowledgeof assigned administrative functions.
• Plans and coordinates studies of administrative and operational activities including fiscaloperations, budget preparation and control, equipment usage, staff patterns, work flow,space utilization, affirmative action, and training plans.
• Conducts statistical analysis of financial and caseload data.
• Conducts special studies of new and existing programs and special projects to determinefeasibility, resolve problems, and increase efficiency, including organizational, technical,and fiscal research and analysis (e.g. needs assessment, survey analyses, grant writing,and program standards development).
• Meets with managers and executives to clarify and explain data, resolve problems, andprepare detailed budget and financial documents.
• Participates in the preparation of the department's annual budget, including analysis andestimates of expenditures an projections of revenues.
• Prepares and monitors contracts and agreements with outside suppliers, serviceproviders, leasing agents, and others. Recommends solutions to address contractualproblems. Enforces legal agreements to ensure contract compliance. Coordinates with theCounty Counsel's Office for the preparation of agreements, contracts, and leases.
• Assists in the development and administration of competitive bid processes andcontractual agreements.
• Determines reasons for variations in expenditures and revenue as compared to budget.
• Researches information on, reviews and analyzes existing and new legislation,regulations, ordinances, and court cases to determine their impact on programs, practices,policies, and procedures.
• Serves as a resource to management regarding the administrative aspects of a programor staff service; represents the department in meetings with personnel from otherdepartments and agencies.
• Makes oral presentations before committees, boards, commissions, departmental staff,advisory groups, and/or community groups to provide information and recommendations,advocate a position, encourage participation, and/or respond to questions.
• Provides courtroom testimony, depositions, and/or makes presentations to anAdministrative Law Judge on behalf of the assigned department.
• Prepares and edits written documents (e.g. memos, letters, board letters, reports,manuals, and other documents); including reports and summaries on a variety of policydirectives, procedures, legislation, ordinances, regulations, and laws; ensuring accuracyand correct language usage.
• Collaborates with County departments and agencies to assure cross-functional projectssuch as class studies, redistricting, preparation of fee schedules, capital projects andothers align with County-wide goals and objectives.
• Analyzes and develops facility space projections to assist with capital budget planning.Prepares cost/benefit analyses of different facility and space options. Performs financialanalyses on facilities-related subjects and trends.
• Prioritizes workload in order to complete work in a timely manner and meet criticaldeadlines.
• May supervise the work of technical and/or clerical support staff.
• Performs related duties as assigned.

Typical Qualifications

EMPLOYMENT STANDARDS Note: The level and scope of the knowledge and abilities listed below are related to job duties as distinguished between the two levels in the Definition section. For All Options:
Knowledge of :

• General public and business administration principles and practices.
• Governmental functions and organization.
• Principles and practices of the functional areas applicable to the assigned options.
• Principles and practices of leadership and supervision.

Ability to:
• Gather and analyze data.
• Identify problems and central issues.

• Reason logically and critically.
• Perform, analyze, and document research.
• Research legislative issues and read and understand legislation.
• Read and interpret operating procedures and regulations.
• Recommend and implement changes/improvements.
• Speak and write effectively using proper English.
• Establish and maintain effective working relationships.
• Work independently and accept increasing responsibility.
• Provide leadership over task forces and/or less experienced staff.
• Analyze policies, procedures and programs and make effective recommendations.

For Personnel Option (in addition to general KAs): Knowledge of:

• Principles of public sector personnel administration.

• Principles and methods of position classification, examination administration/ development, job analysis and organization in the public sector; accepted practices to determine job content, evaluate complexity and difficulty of job duties, and identify required skills, knowledge and abilities.
• Basic statistical methods used in selection and other personnel programs.
Ability to:
• Interpret and apply equal opportunity laws, civil service regulations, and provisions of contracts, ordinances, and negotiated agreements and other regulations or policies relating to personnel.
For Staff Development Option (in addition to general KAs):

Knowledge of:
• Principles and practices of employee training and development.
• Adult learning processes.
• Variety of training programs for employee development.
• Effective communication, facilitation methods, and aids used for training programs and presentations.

Ability to:
• Plan, coordinate, and implement training programs.
• Speak effectively and convey ideas clearly while facilitating group discussions and training sessions.
For Fiscal Option (in addition to general KAs):

Knowledge of:

• Budget preparation and control, basic accounting principles, and elementary statistical methods.
• Methods and procedures of governmental budget preparation and control.
• Financial statement preparation.

Ability to:

• Perform budget, grant, and contract analysis, preparation, and monitoring.
• Analyze and make effective recommendations regarding financial and accounting procedures.

For Program Analysis Option (in addition to general KAs):

Knowledge of:

• Principles, methods, and techniques of community organization and development, program planning and design, grant writing, budget development, and program evaluation.
• Theories, principles, goals, and objectives of public social services.
• Laws, rules, and regulations governing assigned program areas.

Ability to:
• Apply social service planning principles and techniques to problems and issues.

• Build coalitions among groups with differing needs and objectives.
• Plan and evaluate social service programs.

Minimum Qualifications (Education and/or Experience)
Staff Services Analyst I (All Options)
-Either-

1. One (1) year of experience equivalent to Eligibility Worker III, Employment and Training Worker III, Social Worker II, or Child Support Specialist III in the Interagency Merit System.

-Or -

2. Two years of experience equivalent to Eligibility Worker II, Employment and Training Worker II, or Child Support Specialist II in the Interagency Merit System
-Or-
3. A Bachelor's Degree from an accredited college or university.

Note: Full supervisory experience or analytical experience performing either general administrative, personnel, fiscal, staff development, or program analysis work (depending upon the option recruited for) may substitute for up to two years of the required education on a year-for-year basis.
Staff Services Analyst II
-Either-
1. One (1) year of experience in the Interagency Merit System performing duties comparable to Staff Services Analyst I.

-Or-

2. Depending upon the option recruited for, one (1) year of professional experience performing either general administrative, personnel, fiscal, program analysis, or staff development work.

- And-

A Bachelor's Degree from an accredited college or university.

Note: Additional professional experience performing either general administrative, personnel, fiscal, staff development, or program analysis work (depending upon the option recruited for) may substitute for up to two years of the required education on a year-for-year basis.
Driver License Requirement:

Some positions in this classification may require possession of a valid California driver's


license. Employees who drive on county business to carry out job-related duties must possess a valid California driver's license for the class of vehicle driven and meet automobile insurability requirements of the county. Eligibility for employment for those who do not meet this requirement due to disability will be reviewed on a case-by-case basis by the appointing authority.

Staff Analyst III:

MINIMUM QUALIFICATIONS:

Pattern 1:One (1) year of full-time experience as a Staff Services Analyst II; OR Pattern 2:Graduation from an accredited college or university with a bachelor's degree; AND two (2) years full-time professional experience performing general administrative, statistical, personnel, fiscal, program, or staff development analytical work. Substitution: Additional progressively responsible professional experience performing analytical duties (which require considerable independence performing, compiling, organizing and evaluating information and prepared reports) in any of the functional areas noted above may be substituted for the required education on a year-for-year basis.


SUPPLEMENTAL INFORMATION: ADDITIONAL INFORMATION The ability to speak, read, and write Spanish in addition to English would be an asset in this position, but is not required. Applicants for English/Spanish bilingual designated positions must take and pass the Merit System Services bilingual proficiency examination prior to appointment. A valid driver's license may be required at the time of appointment and employees may also be required to drive their own car, provide proof of car insurance, and a DMV clearance. individuals who do not meet this requirement due to a disability will be reviewed on a case-by-case basis. Applicants for positions within the Department of Social Services are subject to a criminal history background check. Government agencies accessing US government information, which include federal tax information must ensure that background investigation requirements for all agency employees and contractors that have access to federal tax information are consistent to the IRS background investigation requirements for access to federal tax information. A background check may be required if the position requires access to these types of records. Background requirements consist of three components which include, fingerprinting, citizenship verification and local law enforcement checks. Applicable agencies must conduct investigation during time of hire and ensure a reinvestigation is conducted 5 years from the date of the previous background investigation for each employee that has access to federal tax information.


VETERAN'S PREFERENCE If you would like to request Veteran's preference points as part of the application packet, please submit a copy of your DD-214 form.


Applicants must fax or email a copy of the DD-214 form to CalHR at 916-323-2360 orby the application deadline listed on the job bulletin

EXAMINATION INFORMATIONTRAINING & EXPERIENCE EXAMINATION - WEIGHTED 100%The Training & Experience Examination is designed to elicit a range of specific information regarding each candidate's knowledge, skill, abilities, and potential to effectively perform the duties relative to the classification. Responses to the questionnaire will be assessed based on pre-determined rating criteria. All applicants must complete the entire examination to receive a score. In order to obtain a position on the eligible list, candidates must receive a minimum rating of 70% on the examination. Examination administration and processing time is approximately two weeks after the closing date of the job bulletin.


ELIGIBLE LIST INFORMATIONA d epartmental promotional eligible list will be established for the county of Mono. The list will be utilized for 12 months after it is established unless the needs of the service and conditions of the list warrant a change in this period.


RETEST PERIOD Once you have taken the examination; you may not retest for SIX (6) MONTHS from the established eligibility date.


SPECIAL TESTING ARRANGEMENTS Special testing arrangements may be made to accommodate applicants for disability, military, or religious reasons. If you require such arrangements, please contactCalHRor 916-323-2360 upon notification that your application has been approved. Documentation from medical, military, school or church officials outlining the accommodation request must be received by our office a minimum of five business days prior toa scheduled examination.


APPLICATION DOCUMENTS If you are using education to meet the minimum qualifications, you must attach your transcripts to your application. Applicants with foreign transcripts must provide a transcript evaluation that indicates the number of units to which the foreign course work is equivalent. Transcripts and evaluations may be unofficial; official transcripts may be required upon appointment. Please redact birthdates and social security numbers.

GENERAL INFORMATIONMSS reserves the right to revise the examination plan to better meet the needs of the recruitment if the circumstances under which this examination was planned change. Such revision will be in accordance with civil service laws and rules and all competitors will renotified you meet the requirements stated on this bulletin, you may take this examination. Your performance in this examination will be rated against predetermined rating criteria. All competitors who pass will be added to the eligible list. Meeting the entry requirements does not assure success in the examination or placement on the eligible list. General Qualifications: Applicants must possess essential personal qualifications including integrity, initiative, dependability, good judgement, the ability to work cooperatively with others, and a state of health consistent with the ability to perform the assigned duties of the class. A medical examination may be required. As part of the hiring process, a background investigation may be required.


EQUAL EMPLOYMENT OPPORTUNITY The Merit System Services program is committed to equal employment opportunity for all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to FamilyCare and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.


ABOUT MONO COUNTY Mono County, with a population of approximately 14,000, is set on the eastern slopes of California's Sierra Nevada Mountain range. The Town of Mammoth Lakes, with a population of approximately 7,093 is the most populated area of Mono County. The County Seat is located in picturesque Bridgeport located 360 miles north of Los Angeles and 182 miles southeast of Sacramento. Mono County is a rare environment of natural contrasts: soaring granite peaks and spacious desert vistas, quiet lakes, bubbling hot springs and cold mountain streams, winter snows and sunny summer skies. The County offers numerous recreational opportunities for the outdoor enthusiast.
Mono County Summary of Benefits


The following information is intended to provide a summary of benefits and does not include full details of coverage. Service limitations and restrictions may apply depending on coverage levels and services rendered.

Pay Periods and Payroll Deductions
County employees are paid on a bi-weekly basis, which consists of 26 pay periods per year. Payroll deductions including medical and most voluntary deductions will occur on a semi-monthly basis or 2 times per month. Retirement contributions will always be deducted on all 26 pay periods.

Medical Mono County Contracts with CalPERS
To provide health insurance for its employees and currently offers several Preferred Provider (PPO) Plans which are administered by Anthem Blue Cross. Employees have the option to choose from PERS Gold, PERS Platinum, and PORAC. The PORAC Plan is currently only available to members of the Safety group employee's. Medical plan costs vary based on the plan and coverage you select. The employee and the County share the cost of the plan, which is deducted on a pre-tax basis. The employee's cost is in accordance with the applicable Memorandum of Understanding with each bargaining group. For more information regarding health plans, please visit:

Dental Mono County
Offers a self-insured dental plan administered by Delta Dental of California and currently offers the following benefits:
• $1,100.00 each year towards your dental coverage if you choose an in-network Delta DentalPPO Dentist.
• $1,000.00 each year towards your dental coverage if you choose and out-of-network orNon-Delta Dental PPO Dentist.
• Diagnostic and preventative coverage of 70 - 100 % of contracted allowance (based onlength enrolled in the plan and dentist visit of at least once per year).
• Major services are covered at 50% of the contracted allowance.
Currently Dental coverage is provided to eligible Mono County employees at 100% employer paid.

Vision
Vision Service Plan is our Vision Insurance provider. Our plan is VSP Signature. Benefits include:
• well/vision exam every 12 months, carries a $10 copay.
• $160 allowance for frames and 20% off amount over allowance.
• $180 allowance for contacts and contact lens exam and 15% off contact lens fitting andevaluation. Currently Vision coverage is provided to eligible Mono County employees at 100% employer paid.

Basic Life Insurance
Administered by Voya Mono County Employees are entitled to Life Insurance and Accidental Death and Dismemberment.
Mono County also offers coverage to employee's spouse and dependents. Life Insurance is administered by Voya Insurance.
• Coverage for General Employees is $5,000.00
• At-Will/Elected Employees/Paramedic Coverage is $50,000.00
• Coverage for Employee's Spouse is $1,000.00
• Coverage for Employee's Children is also $1,000.00
• Coverage for Employee's Children under six months is $100.00
Currently Basic Life coverage is provided to eligible Mono County employees at 100% employer paid.
Supplemental Life Insurance - Administered by Voya
Employees have the option of enrolling in a Supplemental Life insurance policy for themselves, their spouse and any dependent children. This policy is purchased by the employee with rates based on the age group at the time of enrollment.
Supplemental life insurance coverage can be enrolled in the first 31 days of employment without proof of good health, after 31 days proof of good health is required. Amounts available are as follows:
• For Employee up to $150,000 (guaranteed issue) or up to $500,000 with proof of goodhealth
• For Spouse up to $50,000.00 and for the Employee's Children for $10,000.00.

Flexible Spending Accounts and Optional Insurances
Provided by WORKTERRAFlexible Spending Accounts for medical reimbursement and dependent care are available through a Section 125 account administered by WORKTERRA. These accounts allow you to contribute pre-tax dollars to help pay for eligible medical and dependent care expenses.

Mono County Deferred Compensation 457/401(a) Plan
The County provides deferred compensation plan through Internal Revenue Code Section 401(a) Employees have the option to sign up for the 457-deferred compensation plan and contribute up to the maximum amount allowed by the IRS. If the employee contributes a total of 1-3% of their pre-tax salary, the County will match those contributions up to a maximum of 3% into a 401 (a) plan under the employee's name. The employee may direct the investment of all contributions in accordance with the options or limitation provided by the 401(a) Plan.

CalPERS Retirement Benefits and Contributions
Mono County contracts with CalPERS for your retirement plan. Your retirement plan is a defined benefit plan determined by a set formula which uses your years of service, age at retirement, and highest one or three years of service. The Plan is funded by contributions from the employee, the County and investments from plan assets.

Mono County has a Local Miscellaneous group and a Local Safety group.
Your benefit formula will fall within one of these two groups
Most new members will fall within the new Pension Reform Formulas of 2 @ 62 for Miscellaneous & 2.7 @ 57 for all Safety Group. However, if you do have prior membership you may be eligible for the formulas that were in place on December 31st 2012, before Pension reform went into place. Our pre-pension reform formulas are:
Local Miscellaneous Group = 2.5% @ 55
Local Safety - Sheriff = 3% @ 55
Local Safety - Fire = 2% @ 50
Local Safety - County Peace Officer = 3% @ 50
Find out all about your CalPERS benefits at

AFLAC - Optional Insurance Provider
Mono County contracts with a Local Representative who provides our employees with the opportunity to enroll in several different policies offered by AFLAC, to include; Cancer, Critical Care, Hospital, Accident, Disability, intensive Care. New employees can enroll within the first 30 days of employment; all other transactions are done during open enrollment each year.

EAP - Employee Assistance Program
Mono County offers two different Employee Assistance Programs through Trindel Insurance Fund and Voya. Both programs include counseling and telephone consultation services addressing a variety of personal topics to promote a healthy family and work life balance.

Mono County Wellness Program
Mono County offers a discounted rate, as well as $25 towards Membership to local health clubs at the Double Eagle in June Lake or Snowcreek Athletic Club and The Body Shop in Mammoth Lakes.
For employees living or working in Bridgeport, there is a County maintained facility in the Bridgeport Memorial Hall that employees have access to for a small one-time fee of $10.00

SICK & VACATION
Sick - (Unless an applicable collective bargaining agreement provides otherwise)
Eligible employees will accrue sick leave at the rate of 12 sick days per year. Permanent part-time employees accrue sick leave on a prorated basis.
Vacation- (Unless an applicable collective bargaining agreement provides otherwise)
Eligible employees shall be entitled to accrue vacation leave with pay for each year of full-time service as follows:
Initial employment 10 days vacation per year
After three years of continuous service------15 days vacation per year
After ten years of continuous service--------17 days vacation per year
After fifteen years of continuous service---19 days vacation per year
After twenty years of continuous service--20 days vacation per year

Permanent part-time employees accrue vacation on a prorated basis.

Mono County Holidays
Most all bargaining groups recognize 13 Holidays as outlined in the Mono County Policies and Procedures and Personal Holidays according to your specific MOU (Memorandum of Understanding) according to your represented group.

"Welcome to Mono County - A great place to live and work!!"

Job Tags

Bi-weekly pay, Permanent employment, Full time, Contract work, Part time, For contractors, Interim role, Summer work, Work at office, Local area, Flexible hours,

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