Chamber & Community News…
Openings for the Week of February 4, 2019
New Opportunities: (Click this link to view all open positions)
Audit Supervisor (Supervisor II) – Closing Date: 2/22/19
Development Supervisor II – Closing Date: 2/18/19
Payroll Specialist (Administrative Specialist III) – Closing Date: 2/15/19
Police Identification Technician Trainee – Closing Date: 2/15/19 or once 100 applications have been received, whichever comes first.
Procurement Specialist – Closing Date: 3/01/19 or once 150 applications have been received, whichever comes first.
Recreation Services Manager (Manger III) – Closing Date: 2/25/19
Senior Procurement Specialist – Closing Date: 3/01/19 or once 150 applications have been received, whichever comes first.
Electrical Inspector (Open Continuous) – Closing Date: 6/24/19 (This recruitment will remain open for six (6) months. The second application review period will consist of all applications received from 8:01 a.m. on Tuesday, January 22, 2019 until Monday, March 4, 2019.)
HR Business Partner (Open Continuous) – Closing Date: 6/3/19 (This recruitment will remain open for a total of 6 MONTHS. The SECOND application review will consist of all applications received from 12:01AM Tuesday January 8th, 2019 through 11:59PM Monday February 4th, 2019. Any applications received after 11:59PM February 4th will be reviewed monthly until the closing date.
Police Officer (Open Continuous) – Closing Date: 6/30/19 (This recruitment is for Entry-Level and Lateral Police Officers. This recruitment will close at 11:59 pm, Sunday, June 30, 2019. Applications will be reviewed every 2 weeks.)
Wastewater Operator II (Open Continuous) – Closing Date: 3/18/19 (This recruitment will remain open for three (3) months. Applications will be reviewed after 3 weeks, and then on a monthly basis. The last review period ends at 11:59pm Monday, March 18, 2019)
Interested in applying to one of the positions opening this week? Come to our “How to Apply” course to learn about the application and evaluation process for the City of Portland. For current city employees, please visit CityLearner to sign up for the course. For non-city employees, please email: firstname.lastname@example.org to register.
February 12, 2019
March 12, 2019
>> A major funder of arts and culture responds to existing disparities with a progressive investment model
(Portland, Ore.) – The Regional Arts & Culture Council (RACC), one of the city’s largest arts funders, is announcing significant changes to the way it invests in more than 50 arts and culture organizations in Portland. To address the historic disparity of its existing funding model, and to nurture a more diverse arts ecosystem, RACC will distribute its General Operating Support (GOS) dollars more equitably. These changes, which are in alignment with the City of Portland’s equity goals and national best practices, will result in funding increases for 80% of RACC’s GOS partners next year.
“This is something to celebrate,” said RACC Executive Director Madison Cario. “Intentional and strategic conversations are taking place locally and nationally about the way we invest in our communities. I am proud that RACC is taking this step and putting the organization’s theories of inclusion, diversity, equity and access into action.”
Every year, RACC provides millions of dollars in unrestricted funds (known as General Operating Support, or GOS) to 54 arts organizations in Portland, made possible with City of Portland general fund investments, Arts Tax dollars, Multnomah County funds, and proceeds from RACC’s workplace giving campaign, the Arts Impact Fund. RACC will award a total of $4.9 million to these groups in FY2018-19.
From 2008 to 2018, 57% of all RACC GOS funds have been awarded to the region’s five largest organizations: Oregon Ballet Theater, Oregon Symphony, Portland Art Museum, Portland Center Stage and Portland Opera. This disparity is common nationally as well; a 2017 study from Helicon Collaborativefound that 2% of arts organizations across the country receive 58% of all contributed income. Nationally, those organizations tend to have large budgets, focus on Western European artforms, and attract predominantly white, middle to upper-class audiences.
Going forward, rather than using a formula to grant funds as a percentage of an arts organization’s budget, RACC has adopted a more equitable and progressive distribution funding model. This means that small to midsize arts organizations will receive additional funding and some of Portland’s largest cultural institutions will receive less funding than in past years. In addition to a guaranteed RACC Base Award every year, all groups, regardless of size, will have additional opportunities to receive Investment Awards based on their community impact and other measurable outcomes. At least $1 million will be distributed as Investment Awards in FY2019-20.
As a result of the changes approved unanimously by the RACC board on February 6, RACC anticipates that more than 80% of RACC GOS partners will receive a larger grant award in 2020. Five to seven of the city’s largest organizations (about 12% of RACC GOS partners, those with budgets of over $2 million) will likely receive less funding starting in 2021—an impact that represents less than 1% of their annual budgets. RACC also supports arts organizations in Clackamas and Washington Counties, and many smaller organizations in Portland, but those groups are not impacted by these changes.
“For organizations like ours who bring the arts where they have generally been overlooked and underfunded, this is a sign that our community is growing in the right direction,” says Seth Truby, Executive Director of Oregon BRAVO Youth Orchestras, an organization that provides tuition-free after-school orchestral music programs.
“As a young organization, BRAVO has relied on RACC support every stage of our development,” Truby continues. “From critical strategic advice and administrative support in our first years to a project grant that helped us expand our programming in our fourth year, RACC support has been a critical part of our path to organizational stability. Last year we started receiving General Operating Support, and we are excited to see RACC’s focus on equitable funding, which has the potential to increase engagement with creators and audiences who traditionally face barriers to participation in arts and culture.”
RACC Board Chair Linda McGeady notes, “These changes, led by our Grants Review Committee, culminate several years of thoughtful work by the RACC staff and board. We understand that this new model creates challenges for some of our city’s largest arts organizations, and for that reason we will continue funding them at their current levels for another year. We are committed to helping our city’s largest cultural institutions reach out to new communities, and we are confident that they will have continued success for generations to come.”
“I’m proud of RACC for responding to longstanding disparities, and excited to see this effort toward greater equity come to fruition,” said the City Arts Commissioner, Chloe Eudaly. “We’re changing the structure of arts funding and redistributing resources in a manner that will directly benefit Portland’s small and midsized arts organizations, increase the diversity of organizations and patrons served, and better reflect our vibrant arts and culture landscape.”
For more information about these changes and RACC’s General Operating Support program, visit racc.org/grants/general-operating-support-grants/.
The Regional Arts & Culture Council is a local arts agency serving 1.8 million residents in the Portland, Oregon metro region including Clackamas, Multnomah and Washington counties. RACC provides grants and technical assistance for artists and nonprofit organizations, with more than 5,000 grants totaling $44 million in the past two decades. RACC also manages a widely-celebrated public art collection of more than 2,200 artworks for the City of Portland and Multnomah County; conducts employee giving campaigns that have raised more than $8.5 million for local arts organizations since 2007; organizes networking events, forums and workshops; and integrates the arts into the broader curriculum for K-8 students through The Right Brain Initiative, serving more than 27,000 students a year. Online at www.racc.org.
I would like to share some amazing career opportunities that Oregon Housing and Community Services is actively recruiting for, with the hope that you could also share this information with your partners, in your newsletters or job boards. You will find in the attached pdf document, a list of our current recruitments. They include:
ISS5 (Network Support Analyst):
Closes: 01/27/2019 @ 11:59 PM
This position will provide technical support to agency staff, network, and system administration.
Technical support will encompass troubleshooting Microsoft Windows, all installed agency desktop
software, and local area networks. It will also include design, testing, and implementation of desktop PC
software and hardware configurations. There will also be administrative tasks as a network domain
administrator, managing staff network access and email accounts, and provide technical advice to
agency staff and management.
Operations & Policy Analyst 4 (Senior Advisor for Strategic Planning & Business Operations):
Closes 01/29/2019 @ 11:59 PM
This position will lead the agency’s transformational process improvement efforts and build a center for
excellence for OHCS to implement change management initiatives. This position will lead and facilitate
significant improvements in process efficiency, customer satisfaction and organizational health. This
position will also engage leadership in the stewardship of the agency’s Statewide Housing Plan.
Governmental Analyst 2 (Financial Compliance Monitor):
Closes 1/28/2019 @ 11:59 PM
The primary purpose of this position is to plan and perform on and off-site financial compliance
monitoring reviews of sub-recipients. This position is responsible in ensuring that the Department’s
federal pass-thru grant program funds have been spent in accordance with the terms of grant
agreements and applicable federal laws, rules and regulations.
Governmental Analyst 2 (Compliance Monitor) – Limited Duration:
Closes 1/31/2019 @ 11:59 PM
This position will identify risks related to the Oregon Housing Strategic Initiative programs and conduct
tests to determine that funds have been expended in accordance with the terms of the HFA
Participation agreement with the U.S. Treasury. This includes performing internal compliance reviews to
ensure program eligibility criteria and determinations are accurate and in accordance with the terms of
the Hardest Hit Fund Term Sheets as well as applicable federal laws, rules, and regulations. It also
includes on- and off-site compliance reviews of certain contractors to ensure they have performed their
duties in accordance with the terms of agreements and applicable federal laws, rules, and regulations.
Program Analyst 3 (Capacity Building Analyst):
Closes: 01/29/2019 @ 11:59 PM
This position will serve as the OHCS liaison for capacity building and training activities and assist our
partners in capacity building efforts by helping them navigate OHCS funding, find training and other
tangible resources to further their desire to gain capacity in the area of affordable housing. This position
will also work with outside entities and other program analysts to provide resources and trainings to our
Manage employee relations programs and systems that ensure fair and consistent treatment of
all employees in order to attract and retain a productive workforce.
PRINCIPAL ACTIVITIES & RESPONSIBILITIES
Work closely with managers to ensure each develops a positive work-place culture
committed to employee development and retention through best practices of coaching and
motivation, and to ensure the success of their department and the organization they serve.
Meet with all managers on a routine basis to evaluate their style of leadership and to coach
as needed to help them succeed.
Assist managers with Employee Improvement Plans to ensure the intent of their plan is
specific, straightforward, and holds the employee accountable, offers consequences if
behavior or performance does not improve.
Communicate with managers those issues that are affecting their department and assist in
timely resolution of such issues.
Direct Human Resource Associate with training expectations to ensure the workplace
culture is preserved.
Consult with managers prior to all involuntary termination recommendations to ensure
Foster and maintain positive relationships with management for all tribal entities.
Assess the morale of the all Tribal entities and report issues of employee dissatisfaction and
favorable items as well as potentially unlawful or discriminatory acts to the Director. May
meet with employee to mediate.
Conduct confidential investigations of reports of workplace wrongdoing.
Ensure all Tribal Employment and Department of Labor laws are applied
Perform work suitability adjudication when necessary.
Ensure managers comply with the comprehensive merit evaluation program for employees.
Assist the enterprise in editing the current performance evaluation process.
Coordinate and facilitate employee recognition, incentive and morale-building activities.
Comply, maintain and edit HR policy/procedure guidelines.
Monitor and revise each company’s handbooks as needed to ensure accuracy and
Oversee the mandatory EAP program to ensure effective use of this resource.
When required conduct exit interviews with employees who voluntarily quit, assess the
usefulness of the information, and relay it to the appropriate director.
Job Title: Human Resources Manager
Job Code: 10402
Department: Human Resources
Reports to: Director of Human Resources
Starting Salary: DOE
Salary Grade: 14s
Human Resources Manager
Open Until Filled
Page 2 of 3
Human resources Manager 01_14_19
Answer requests for information on policy interpretation.
Conduct periodic audits of departmental satellite files to ensure completeness and accuracy.
Administer unemployment claims and related appeals as well as employment verifications to
ensure accuracy and compliance.
Oversee the maintenance of all active employee files, and ensure all terminated files are
purged in accordance with law.
Foster a sense of teamwork and collaboration within the department by demonstrating
respect for others’ judgment and capabilities; give praise/recognition to those who earn it.
Assist in the coordination of “All Staff Meetings.”
Provide primary backup to the Tribal Benefits Specialist.
Administer random and reasonable suspicion drug testing as needed for each entity.
Assist the Director in all areas as needed.
Maintain appearance standards and good attendance record as outlined in departmental
Other duties as directed by management.
LEVEL OF AUTHORITY & RESTRICTIONS
Supervise Human Resource Department staff.
Interact with Tribal Attorney as needed.
PHYSICAL & MENTAL DEMANDS
Must be willing to travel out of town as needed.
Must be able to work in a high stress atmosphere.
Must be able to work in a fast paced environment where teamwork is essential.
WORKING CONDITIONS & ENVIRONMENT
Must be able to work in a smoke-filled environment.
Must be able to work all shifts, weekends, holidays & special events as needed.
Moderate noise level with frequent interruptions and distractions.
MINIMUM JOB REQUIREMENTS
Bachelor’s Degree in Human Resource Management; Organizational Behavior or Develop-
ment; Business; Public Administration; or other job related course of study; and two years’
of Human Resource discipline professional-level experience, related to the position, OR
Valid Certification as a Professional in Human Resource by a Human Resource
Certification Institute, and three years’ Human Resource discipline professional-level
experience related to the position, OR
Ten years’ Human Resource discipline professional-level experience, related to the
Three years’ supervisory and managerial experience with a staff of 3 or more full time
Government experience will be preferred.
Read, write & speak English fluently.
Working knowledge of word processing software, including excel and graphics programs.
Evidence of practice of a high level of confidentiality.
Ability to deal with diversified work force.
Must obtain and maintain proper certification to administer Pre-Employment and Random
Must have valid driver’s license, adequate transportation, and eligibility to operate GSA
Page 3 of 3
Human resources Manager 01_14_19
This position is subject to pre-employment drug testing. Must maintain level of conduct
suitable for background requirements.
This is a covered position which requires background check including fingerprinting.
Must have employment eligibility in the U.S.
Indian preference will be observed in the hiring process.
40 hours per week.
Generally Monday through Friday 8am to 5pm with possible occasional evening and
Department of Human Resources
5647 Hwy 126
Florence, Oregon 97439
Apply online @ www.ctclusi.org
Open until filled
Oregon Native American Chamber
4445 SW Barbur Blvd, STE. 102
Portland, OR 97239