Associate Planner

Education and Experience: Bachelor's Degree in Urban and Regional Planning or related field, and three years of professional municipal planning experience.

Required Licenses or Certifications: Must possess or have the ability to obtain an appropriate valid California Driver's License and a satisfactory driving record.

Required Knowledge of: City organization, operations, policies and procedures.

City General Plan, zoning codes, and land use regulations.

Principles of land use planning.

City, county, state and Federal laws, codes and regulations pertaining to community planning, including California Environmental Quality Act (CEQA).

Personal computers utilizing standard and specialized software, including GIS software applications used in planning, mapping, and statistical analysis.

Record keeping and file maintenance principles and procedures.

Required Skill in: Understanding and interpreting land use and zoning enforcement regulations, and state and Federal laws.

Organizing, evaluating, analyzing and presenting data and information.

Checking designs, details, estimates, plans, and specifications of planning projects.

Researching and analyzing the factors affecting community planning projects.

Effectively transferring technical knowledge to new and unique situations.

Maintaining accurate and interrelated technical records.

Assessing and prioritizing multiple tasks, projects and demands.

Managing project development and implementation.

Interpreting planning and zoning programs.

Performing professional planning work with a minimum of supervision.

Providing training to less experienced planning staff.

Checking building plans for conformance with land use, architectural and zoning regulations, and suggesting changes to achieve compliance.

Establishing and maintaining cooperative working relationships with co-workers, elected officials, developers, contractors, and representatives from other local, state and federal agencies.

Effective verbal and written communication.

Physical Demands / Work Environment: Work is performed in a standard office environment; may include travel to site inspections on private property during all phases of construction.

May be required to travel to various sites, locations and/or events.

Team members are required to be in attendance and prepared to begin work at their assigned work location on the specified days and hours; team members are required to assume duties of a disaster worker in the event of a locally declared emergency.

• Bachelor's Degree in Urban and Regional Planning or related field, and three years of professional municipal planning experience.
• Must possess or have the ability to obtain an appropriate valid California Driver's License and a satisfactory driving record.
• City organization, operations, policies and procedures.
• City General Plan, zoning codes, and land use regulations.
• Principles of land use planning.
• City, county, state and Federal laws, codes and regulations pertaining to community planning, including California Environmental Quality Act (CEQA).
• Personal computers utilizing standard and specialized software, including GIS software applications used in planning, mapping, and statistical analysis.
• Record keeping and file maintenance principles and procedures.
• Understanding and interpreting land use and zoning enforcement regulations, and state and Federal laws.
• Organizing, evaluating, analyzing and presenting data and information.
• Checking designs, details, estimates, plans, and specifications of planning projects.
• Researching and analyzing the factors affecting community planning projects.
• Effectively transferring technical knowledge to new and unique situations.
• Maintaining accurate and interrelated technical records.
• Assessing and prioritizing multiple tasks, projects and demands.
• Managing project development and implementation.
• Interpreting planning and zoning programs.
• Performing professional planning work with a minimum of supervision.
• Providing training to less experienced planning staff.
• Checking building plans for conformance with land use, architectural and zoning regulations, and suggesting changes to achieve compliance.
• Establishing and maintaining cooperative working relationships with co-workers, elected officials, developers, contractors, and representatives from other local, state and federal agencies.
• Effective verbal and written communication.
• Work is performed in a standard office environment; may include travel to site inspections on private property during all phases of construction. May be required to travel to various sites, locations and/or events.
• Team members are required to be in attendance and prepared to begin work at their assigned work location on the specified days and hours; team members are required to assume duties of a disaster worker in the event of a locally declared emergency.

Physical Demands and Working Environment: Work is performed in a standard office environment; may include site inspections on private property during all phases on construction. May be required to travel to various sites, locations, and/or events. Employees are required to be in attendance and prepared to begin work at their assigned work location on the specified days and hours. SELECTION PROCESS: Applications must be submitted online . Employment application and supplemental questions must be completed. Resumes will not be accepted in lieu of a City application. Applicants must be specific in describing their qualifications for this position. Failure to state all pertinent information may lead to elimination from consideration. Stating "See Resume" is not an acceptable substitute for a completed application. If you submit multiple applications, only the most recent application will be considered. Application packets will be screened in relation to the criteria outlined in the job announcement. Applicants whose qualifications best meet or exceed the requirements and needs of the City, will be invited to participate further in the selection process. Copies of the required certifications must be submitted with the application. Possession of the minimum qualifications does not ensure continuing in the recruitment process. The selection process may include a panel interview and other testing processes designed to predict successful job performance. It is the applicant's responsibility to notify Human Resources of any changes to their contact information. EQUAL OPPORTUNITY EMPLOYER: The City of Rosemead is an Equal Opportunity Employer. It is the policy of the City of Rosemead to provide employment opportunity for all qualified persons. All applicants will be considered without regard to race, religion, sex (including gender, gender identity, gender expression and pregnancy), national origin, ancestry, disability, medical condition, genetic characteristics or information, marital status, age, sexual orientation (including homosexuality, bisexuality, or heterosexuality), military and veteran status. REASONABLE ACCOMMODATION: The City of Rosemead is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Individuals with qualified disabilities who need reasonable accommodation during the selection process must specify the accommodations needed, in writing, at the time when the employment application is submitted. LEGAL RIGHT TO WORK IN THE UNITED STATES: The Immigration Reform and Control Act of 1986 requires all new hire employees to submit verification of the legal right to work in the United States within three (3) business days beginning with the first day of work. The City is legally prohibited from employing anyone who cannot provide such verification or documentation . EMERGENCY DISASTER WORKER: City of Rosemead employees are registered as an Emergency Disaster Worker. In the event of a declared emergency, City employees shall initially remain at work, or if recalled, shall report to work after completing critical personal and family emergency responsibilities. PROVISIONS: The provisions of this job announcement do not constitute a contract, expressed or implied, and any provision contained in this job announcement may be modified or revoked without notice. City of Rosemead Robert Tapia, Human Resources Analyst rtapia@rosemeadca.gov (626) 569-2125 "The City of Rosemead is an Equal Opportunity Employer"

TECHNOLOGY ALLOWANCE Allowance of $100 per month for employees using personal cell phones in lieu of city issued devices based on Department Director recommendation and City Manager approval. CAFETERIA-STYLE HEALTH Employees hired after December 1, 2021, receive up to $1,800 per month to use towards the City's medical, dental, and vision health premiums. Employees who opt-out, receive $500 per month. RETIREMENT PROGRAM (CALPERS) All employees will be enrolled in the City's retirement program through CalPERS. 2% @ 55 formula for classic California Public Employees' Retirement System (CalPERS) members. Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all "new members" will be subject to the 2.0% @ 62 benefit formula which also requires a three-year final compensation (the highest average annual pensionable compensation earned by a member during a period of at least 36 months) with an early retirement age of 52. A "New Member" is defined as: (1) A new hire that is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. (2) A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. (3) A member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months. CalPERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit levels for future service with the same employer. Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All non-classic California Public Employees' Retirement System (CalPERS) members must pay 50% of total normal cost as employee contribution rate. All "classic members" are required to contribute their full share, up to 8%, of the employee contribution of the CalPERS rate. SOCIAL SECURITY The City deducts from each full-time employees' paycheck, an amount as determined by law for the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an additional amount at least equal to the employee's contribution. DEFERRED COMPENSATION 457 All employees may voluntarily participate in the available 457 deferred compensation plan. FLEXIBLE BENEFIT PLAN (SECTION 125) The City offers employees a flexible benefit plan which will allow individuals to pay for certain expenses (childcare, unreimbursed medical expenses, insurance premiums) with pre-tax dollars. SHORT-TERM DISABILITY (STD) The City provides employees with a short-term disability plan to protect against cases where a non-work-related illness or injury is sustained which results in an inability to work for a short period of time. Employees will receive 66.67% or 2/3 of their pre-disability base salary (one-year average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can last up to 11 weeks. Employees will receive continued payment until the employee is medically able to return to work, or has to begin utilizing long term disability, or until the employee reaches the age of 65, whichever comes first. LONG-TERM DISABILITY (LTD) The City provides employees with a long-term disability plan to protect against cases where a non-work-related illness or injury is sustained which results in an inability to work for a long period of time. In these cases, LTD is received only after STD has expired and the employee continues to be medically disabled. Employee will receive 66.67% or 2/3 of their pre-disability base salary with a 90-day waiting period. Employee will receive continued payment until the employee is medically able to return to work, or until the employee reaches the age of 65, whichever comes first. LIFE INSURANCE Employees receive an accidental death and dismemberment and life insurance policy of $100,000. TUITION REIMBURSEMENT Subject to City Manager approval, employees may attend and be reimbursed for part or all of the costs of educational and other training courses (up to $5,000 per fiscal year) which provide a benefit to the City provided there are budgeted funds for such approval by the City Council. Employees with may be reimbursed for registration, cost of books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction are related to the employee's assigned duties with the City. WELLNESS PROGRAM The City shall reimburse employees up to three-hundred dollars $300 per fiscal year for qualifying expenses of the City's Wellness Program. COMPUTER PURCHASE PROGRAM The City provides a computer purchase program for all full-time employees. EMPLOYEE ASSISTANCE PROGRAM The City provides employees with access to the Employee Assistance Program (EAP). VACATION ACCRUAL Employees accrue 100 hours of vacation leave during their first year of service. 140 hours are accrued for employees with one year of service, up to (but not over) 13 years. For employees with over 13 years of service the accrual rate is 160 hours. VACATION BUYBACK Once per calendar year, employees are eligible to have the City buyback up to 60 hours of accumulated unused vacation time. ADMINISTRATIVE LEAVE Allocated an allotment of 60 hours per year. SICK LEAVE Employee will accrue ten (10) hours of sick leave per month. Sick leave will be earned, commencing on the first day of employment employee, and accrued on a bi-weekly basis. PAID HOLIDAYS 12 paid holidays per year. Non-essential City services and facilities are closed from Christmas Day (Christmas Eve beginning December 2022) through New Year's Day. Employees are required to utilize their own time or may opt to take the time off without pay during the holiday closure. FLEXIBLE SCHEDULING An alternate work schedule may be arranged with City Manager approval. This could include the possibility of utilizing flextime or telecommuting from an offsite location. Any prolonged telecommuting arrangement, or alternate workweek, must be approved, in writing, by the City Manager. To view the benefit summary, please click here .

TECHNOLOGY ALLOWANCE Allowance of $100 per month for employees using personal cell phones in lieu of city issued devices based on Department Director recommendation and City Manager approval.

CAFETERIA-STYLE HEALTH Employees hired after December 1, 2021, receive up to $1,800 per month to use towards the City's medical, dental, and vision health premiums.

Employees who opt-out, receive $500 per month.

• 2% @ 55 formula for classic California Public Employees' Retirement System (CalPERS) members. Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all "new members" will be subject to the 2.0% @ 62 benefit formula which also requires a three-year final compensation (the highest average annual pensionable compensation earned by a member during a period of at least 36 months) with an early retirement age of 52. A "New Member" is defined as: (1) A new hire that is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. (2) A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. (3) A member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months. CalPERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit levels for future service with the same employer. Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All non-classic California Public Employees' Retirement System (CalPERS) members must pay 50% of total normal cost as employee contribution rate. All "classic members" are required to contribute their full share, up to 8%, of the employee contribution of the CalPERS rate.
• Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all "new members" will be subject to the 2.0% @ 62 benefit formula which also requires a three-year final compensation (the highest average annual pensionable compensation earned by a member during a period of at least 36 months) with an early retirement age of 52. A "New Member" is defined as: (1) A new hire that is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. (2) A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. (3) A member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months. CalPERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit levels for future service with the same employer. Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All non-classic California Public Employees' Retirement System (CalPERS) members must pay 50% of total normal cost as employee contribution rate. All "classic members" are required to contribute their full share, up to 8%, of the employee contribution of the CalPERS rate.

• Yes
• No

• Bachelor's Degree
• Master's Degree
• Doctorate or higher
• Less than 3 Years
• 3 to 4 Years
• 4 to 5 Years
• 5+ Years