Broadcast Production Supervisor

Classification Definition DEFINITION Under general supervision, plans, organizes, produces, and administers communications programs related to television, video, and public broadcasting; coordinate schedules, supervise technical staff, and continually arrange production; equipment research, purchasing, and maintenance. DISTINGUISHING CHARACTERISTICS This position is distinguished from Broadcast Production Specialist classification by its higher level of technical production knowledge, supervisory responsibility, and responsibility for production administration. SUPERVISION RECEIVED AND EXERCISED Receives administrative direction from the Director of Information Technology or designee. Exercises general supervision over technical support staff, as assigned. Essential Duties and Responsiblities ESSENTIAL FUNCTIONS The classification specification provides a summary of the typical job duties performed, along with the general nature and level of work performed by employees in this classification. Duties may include, but are not limited to, the following: Plan and schedule television coverage and broadcasting of government meetings, live sports, and special events. Create training programs and complete video projects utilizing television control rooms, studio, and mobile production equipment. Schedule and coordinate job requests and arrange assignments for full-time and part-staff and coverage for projects, events, and meetings. Train personnel, explain work procedures and methods, resolve technical problems, and conduct performance evaluations. Participate in the selection of new employees. Supervise and conduct programming and staff oversight for Rialto Network, website, and playback server on a 24/7 basis. Manage television production, including camera operation, editing, and general video production, and serve as producer/director for live events and sports programs. Assist City Council and City staff to ensure appropriate equipment and personnel are available for a range of specials events and programs. Coordinate and provide department assistance related to AV systems for the City, including the Council Chambers, venues and facilities, and City departments. Research audiovisual and production equipment and upgrades based on capabilities, costs, and applications. Administer audiovisual service requests and needs for City departments. Perform other related duties as assigned. Minimum Qualifications QUALIFICATIONS Knowledge of: Audiovisual, video, and television production methods and programming techniques. Broadcasting equipment operations and capabilities. Production scheduling methods. Principles and practices of budgeting and cost administration. Supervisory principles and leadership techniques. Customer service principles and techniques. Ability to: Supervise, train, and evaluate the work of technical staff members. Develop, organize, and coordinate a range of audiovisual, video, and public broadcast programs. Research, develop, and supervise multimedia programming, presentations, and scheduling. Analyze new equipment, capabilities, and costing as applied to channel capabilities. Schedule and determine effective use of staff for projects, programs, and events. Initiate, plan, and complete work assignments with a minimum of direction and control. Oversee camera operation, editing, and general video production and sound systems. Communicate clearly and concisely, orally and in writing. Interact effectively with staff, artists, vendors, customers, and public and private representatives in a variety of roles. Minimum Qualifications Experience: Three years of progressively responsible video, audiovisual, and production experience, preferably involving televised public programs and broadcasting and one year of lead or supervisory work. Education: Graduation from high school or evidence of equivalent education proficiency. College coursework in audio video production, television production, communications, or a related field is desirable. License or Certificate: Possession of a State of California driver’s license, and the ability to maintain insurability under the City’s vehicle insurance program. Mid-Management Classification (Exempt) 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: 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. PERS Retirement Employee Share: 8% (Pre-Tax). EDUCATIONAL INCENTIVE Mid-Management employees with Masters' degrees will receive a 7.5% pay increase. The increase in pay only applies if the employee has a degree higher than required for the position. 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 three hundred dollars ($1,800) per month. Employees hired on or after 11/14/2018 shall be provided one thousand three hundred dollars ($1,800) per month, but there shall be no cash back to 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 $150,000 double indemnity policy for employee plus dependent coverage ($10,000 for spouse and $5,000 dependent children). ADMINISTRATIVE LEAVE: 120 hours of administrative leave per fiscal year. MERIT RAISES may be received in the form of salary increases six times within five years with the attainment of satisfactory work performance. BILINGUAL PAY is paid to employees who successfully pass the bilingual proficiency examination for Spanish $100 per period. VACATION is accumulated per pay period. See MOU for additional information. SICK LEAVE is accumulated at the rate of one day per month 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 The City shall pay $400 per month toward deferred compensation plan. LONGEVITY Longevity Pay for City of Rialto service (5-9 years: 3%; 10+ years: 6%). More benefits can be found here NOTE: 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. EMERGENCY SERVICE: All City employees are required to perform assigned Emergency Service duties in the event of an emergency or disaster.