Fiscal Analyst III

Salary : $80,558.40 - $98,342.40 Annually
Location : Kings County Government Center, 1400 W. Lacey Blvd, Hanford, CA
Job Type: Full-time permanent
Job Number: 2026-049
Department: Public Works - Administration
Division: Administration
Opening Date: 10/06/2026
Closing Date: 10/19/2026 5:00 PM Pacific

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.
Some duties, knowledge, skills, and abilities may be performed in a learning capacity for entry-level (I Level) positions.

• Plans, organizes, and directs all fiscal, statistical and collection activities of the department;
• Oversees the preparation of department, division and/or grant budgets;
• Maintains regular financial reports, tracks statistical data and other related information;
• Leads in the development and updating of department fiscal policies, procedures and operations manuals;
• Confers with division managers or department head on policies and procedures related to fiscal, statistical, collection activities, and other accounting activities;
• Maintains and reviews financial and statistical records to control and disburse funds in accordance with the goals and objectives of the department;
• Researches federal, state and County requirements for new or revised programs as operated by the department;
• Researches, applies for, implements and/or monitors grants for the department;
• Analyzes, anticipates, and interprets financial data and trends in order to provide fiscal and programmatic planning;
• Confers with and advises the department head and other division managers on fiscal activities;
• Coordinates the department's fiscal operation with the Department of Finance in order to supplement existing fiscal procedures to meet federal and state requirements;
• Oversees the review of all sub-grantee contracts and financial reports so as to insure compliance with minimum accounting standards;
• Provides professional and technical consultation on complex program matters as they pertain to fiscal, statistical and collection activities;
• Evaluates effectiveness of programs from a fiscal view point and recommends appropriate modifications;
• Reviews and participates in the selection, assignment, training, evaluation and discipline of subordinate staff;
• Represents the department in making presentations, attending meetings, or in matters authorized by the department head;
• Establishes relationships with local, state, regional and/or federal fiscal staff to advance the goals of the department;
• Arranges for and oversees financial audits;
• Manages proceeds, collections, receipts, reporting, audits and investment of grant and loan funds;
• May be responsible for financial recordkeeping and reporting of public benefit non-profit corporation;
• May provide lead responsibility for long-term fiscal planning;
• Performs other related duties as required.

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: Graduation from a four-year accredited college or university with a degree in accounting, finance, business administration, public administration or closely related field.
Experience: Two years of experience as a Fiscal Analyst II with Kings County OR Three years of responsible fiscal management/governmental accounting experience or experience in conducting studies and developing recommendations on a variety of fiscal, organizational or administrative activities with one year of highly responsible supervisory experience in a governmental fiscal or accounting office preferred.
License: Possession of a valid California driver's license issued by the Department of Motor Vehicles at the time of appointment.
Special Requirement: Demonstrated experience in the use of business computers which must include working knowledge of word processing, spreadsheet and presentation software programs. Extensive experience utilizing Microsoft Office Suite programs (i.e. Word, Excel, and PowerPoint) or other complex financial data management system is preferred. Specific experience in the fiscal reporting system used by the hiring department is also preferred. Ability to: work irregular hours as necessary; travel within and outside the County.
For a complete description of duties and qualifications, please view the detailed job specification below.

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: October 19, 2026
SME Review: Week of October 26, 2026
Human Resources Oral Board: November 12, 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 plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.

Effective May 27, 2024 (pay period 12-2024), the County contr