Salary : $87,692.80 - $106,995.20 Annually
Location : Kings County Child Support, 312 W. 7th Street, Suite 201, Hanford, CA
Job Type: Full-time permanent
Job Number: 2025-140
Department: Department of Child Support Services
Division: Dept of Child Support Services
Opening Date: 06/10/2026
Closing Date: 6/19/2026 5:00 PM Pacific

CHILD SUPPORT PROGRAM MANAGER

$87,692.80 - $106,995.20 Annually
Kings County is seeking a dynamic and mission-driven Child Support Program Manager to lead and support essential services that strengthen families and improve the well-being of children in our community. In this pivotal role, you will guide program operations, oversee staff, and ensure compliance with state and federal requirements while driving effective and compassionate service delivery. You'll collaborate with internal teams, partner agencies, and the public to advance child support programs that promote stability, accountability, and positive outcomes for families.

If you are an experienced leader with strong analytical skills, a commitment to public service, and a passion for making a meaningful difference in the lives of children and parents, we encourage you to apply.
MANAGEMENT LEVEL II BENEFITS

• CalPERS Retirement (see benefits section to determine plan/tier placement).
• Fully paid PPO insurance premiums, including medical, dental, vision and chiropractic insurance coverage for the employee and their eligible dependents.
• Onsite Employee Health Center (Monday - Friday) for employees and eligible dependents on County health insurance, without need to use sick or other leave for personal appointments.
• $40,000 term life/accident insurance.
• Paid vacation and sick leave (see benefits tab for more details).
• An additional 80 hours of management leave each fiscal year (or pro-rated upon hire date), which may be cashed out at the employees option.
• Deferred Compensation Plan, which includes a match up to $3,500 per year for every three dollars contributed by the employee.
• Longevity pay beginning at 10 years of service.
• 11.5 paid holidays annually, along with an additional 3.5 paid days when the County participates in the Holiday Closure.
• Access to the County's Employee Assistance Program.
• Access to Kings County's Assist-to-Own Down Payment Assistance Program.

For complete benefit details, please see Section V of theSalary Resolution

You can also click here to watch a brief video showcasing the exceptional benefits available to our employees.
To discover what makes Kings County a great place to live and work, click here to watch a short video.
DUTY SAMPLE
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

• Assumes management responsibility for child support programs, staff, projects, and strategies; develops and coordinates services and activities that promote the child support program and further the mission of the department.
• Evaluates and monitors service delivery and communicates findings to upper management; implements changes to improve efficiency and service quality; maximizes effectiveness of program operations and ensures alignment with the department's mission; recommends and implements goals and objectives, policies, procedures, work standards, and internal controls.
• Participates in the development, administration, and oversight of program and/or department budget; determines funding needed for equipment, materials, and supplies; ensures compliance with budgeted funding.
• Participates in the selection of, trains, motivates, and evaluates assigned personnel; works with employees to correct deficiencies; recommends and implements discipline and termination procedures.
• Directs the collection and compilation of data and narratives for program evaluation; prepares reports for submission to department management, state department, and oversight agencies on program metrics and outcomes; takes action on program evaluation outcomes as directed by management.
• Continuously interprets laws and regulations to determine relevancy to program operations and services; affirms program compliance or recommends measures and/or program modifications to ensure compliance with laws and regulations; consults with department legal staff as necessary.
• Prepares a variety of administrative and technical reports, as well business correspondence and presentations; presents reports to internal and external stakeholders; conducts outreach presentations to community and advocacy groups.
• Serves as a staff resource by providing consultation and guidance to staff or other County management and employees with respect to service delivery or operational effectiveness issues.
• Works with internal County staff and external agencies, community groups, contractors, and other public and private organizations to determine needs for shared services and collaborative projects.
• Ensures that information regarding services and policies is provided accurately and thoroughly to interested parties and responds to sensitive complaints from the community and County staff.
• Serves as a liaison with other County departments, divisions, outside agencies, and the community; provides staff support to commissions, committees, work groups, and task forces as necessary.
• Attends meetings, conferences, workshops, and training sessions; reviews publications and related material to remain current on programs, regulations, policies, procedures, and new developments related to the child support program.
• Performs related duties as assigned.

MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but it is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment.When completing the work history portion of your application please include each level position title and level as a separate entry when applicable (e.g., If you were a Level I and promoted to Level II, each level should be entered separately to reflect the time held at each level).
Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

EDUCATION AND EXPERIENCE
Education:

• Equivalent to a bachelor's degree from an accredited college or university with major coursework in public or business administration or a closely related field. (Substitution: Additional experience may substitute for up to two (2) years of education.)

Experience:

• Four (4) years of increasingly responsible experience administering and/or supervising child support program operations, including one (1) year in a supervisory capacity within a child support agency or an equivalent public agency.

LICENSES AND CERTIFICATIONS
Licenses:

• Possession of a valid California driver's license issued by the Department of Motor Vehicles at the time of appointment.

SPECIAL REQUIREMENTS
Qualify for security clearance through a background investigation and fingerprint check, which includes a credit check. Ability to work irregular hours as necessary and travel within and outside the County.

For a complete description of duties and qualifications, please view the detailed job specification below.

SELECTION PROCESS:
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.

Note: Those applicants who are among the top 40 written test scores will be invited to participate in the oral examination process.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST

You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
TENTATIVE RECRUITMENT PROCESS

Final Date to Apply: June 19, 2026 at 5:00 p.m.
HR Oral Examination: Week of June 29, 2026
Management Group I = Appointed and elected officials in salary bands.

Management Group II = Middle management (all other management not in Group I or III).

Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff.

VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924

2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours

Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.

3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave cannot be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note) However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over. Effective July 1, 2025, the amount of management vacation time will increase from 64 hours to 80 hours of which will not carry over and may be cashed out in full.

a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date).

b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date).

4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.

5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.

NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.

NOTE: Provisions regarding vacation and management leave do not apply to elected officials.

HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the