Cost Analyst I/II
Job Description
Description
Cost Analyst I: $96,817.76 - $116,529.92 AnnuallyCost Analyst II: $106,181.92 - $127,961.60 Annually
We are currently accepting applications to fill multiple Cost Analyst I/II positions. The Cost Analyst position is utilized by 13 departments within the County of Santa Barbara. We are also accepting applications to establish one employment list to fill current and future vacancies in multiple departments and locations throughout the County of Santa Barbara (Santa Barbara, Santa Maria, Santa Ynez, Carpinteria, Lompoc, etc.)for full-time and part-time positions.
Current vacancies: There is one vacancy in the Probation Department, located in either Santa Barbara or Santa Maria, and one vacancy in the County Health Department, located in Santa Barbara.
When completing your application and supplemental questionnaire, please ensure you select the departments and locations you are willing to accept current and future employment. If you are interested in working with the Probation Department and/or Sheriff's Office, you must select "All Locations" in the agency-wide questions and supplemental questionnaire.
BENEFITS OVERVIEW:
o Vacation: 12 to 25 days per year depending on length of public employment
o Holidays: 13 days per year
o Sick Leave: 12 days sick leave per year; Unlimited accumulation, one year of which can be converted to service credit upon retirement
o Health Plan: Choice of dental, vision and medical plans; County contributes toward medical and dental premiums
o On-Site Employee Health Clinics in Santa Barbara and Santa Maria: Provides ongoing and episodic services to eligible employees and their eligible dependents.
In addition, applicants from other public sector employers may qualify for:- Retirement reciprocity
- Time and service credit towards an advanced vacation accrual rate
The Position
Under general direction, coordinates County programs whose funding crosses departmental lines with detailed cost analysis and cost reports; responsible for reporting, calculating, and estimating federal and state reimbursements or service charges; responsible for analyzing and negotiating state rates for services provided; prepares proper documentation for audits; interprets and resolves audit findings; consults with County Administrator staff regarding budgets for major programs and the Auditor-Controller staff to assure full cost recovery and proper reporting; participates in the development of specialized cost accounting systems; and performs related duties as required.
DISTINGUISHING CHARACTERISTICS: Cost Analyst I/II is a flexibly staffed series. This class series is found in the Auditor-Controller's office and financially complex departments. This series is distinguished from the Financial Systems Analyst I/II by the complex policies and legislation that the Cost Analyst routinely encounters and the latter's emphasis on the technical development of financial accounting systems. Furthermore, the Cost Analyst is responsible for interpreting audit findings, resolving audit findings, and representing the department during audits. The Cost Analyst series is distinguished from the Accountant or Accountant-Auditor series in that, these series are generalist series while the Cost Analyst is a specialty class focused on cost accounting and analysis to optimize revenues from fee reimbursements and grants.
Cost Analyst I is the journey level in which incumbents apply Federal, State, and County accounting policies and procedures; analyze, learn, and interpret complex legislation related to assigned program; use complex accounting systems and applications; learn and apply federal and state cost reimbursement standards. Incumbents in selected departments will be responsible for optimizing reimbursements for state and federally funded programs, grants, or fee reimbursable programs.
Cost Analyst II is the advanced level in which incumbents are expected to have advanced knowledge about complex legislation and regulations pertaining to the implementation of multi-departmental policies and procedures. Incumbents at the II level are expected to have advanced in their knowledge of computer systems, spreadsheet skills, and database management.Examples of Duties
- Prepares or reviews complex cost reports and cost allocation plan; reviews financial documents prepared by others for accuracy, form, and content; interprets and resolves audit findings. Reviews reimbursement estimates of departments and recommends revisions as appropriate. Conducts rate analysis to determine appropriate reimbursement levels and sets rates accordingly.
- Reviews or prepares intergovernmental claims for reimbursement, fee proposals, and indirect cost rate proposals for departments (ICRP'S); measures cost per unit of service to determine whether fees are being set at appropriate levels; consults with and advises department management and accounting personnel on a wide variety of intergovernmental and fee reimbursable cost accounting matters; advises internal fiscal units on cost accounting procedures and practices.
- Extracts and manipulates data from databases to establish cost accounting data; writes simple databases; designs and may develop more complex databases. Evaluates work process, organizational systems, policies, procedures, and computer technology in order to establish cost accounting data. Analyzes system design alternatives for development of new cost accounting systems and improvements to existing systems.
- Coordinates major County-wide programs with detailed cost analysis and cost reports; responsible for reporting, calculating, and estimating federal and state reimbursement; responds to federal and state audits by resolving audit findings; represent and advocate department position during audits. Monitors revenues and expenditures to determine whether reported levels meet anticipated levels.
- Reviews or prepares the annual County wide cost allocation plan.
Employment Standards
- Possession of a valid certificate as a Certified Public Accountant and one year of professional experience as a cost accountant; or,
- Possession of a bachelor's degree in accounting, business administration, computer science, or a related field, and two years of professional experience as a cost accountant; or,
- A combination of training, education, and experience that is equivalent to one of the employment standards listed above and that provides the required knowledge and abilities.
Knowledge of: generally accepted accounting principles; principles and practices of project management; standard English usage and grammar; working knowledge of cost accounting principles; full cost determination; step-down cost methodology; various county financial systems and software; principles of database design; cost pools; cost objectives; standard costing and government cost allocation methodology; database and spreadsheet software.
Ability to: gather and analyze cost data, develop solutions, project consequences, and evaluate results; plan, organize, and prioritize work; establish and maintain a working relationship with a variety of County staff and vendors (i.e., grant agencies, contract service providers, and outside auditors); prepare a variety of written documents; make presentations to groups; maintain impartiality, objectivity; apply principles of governmental accounting; learn and apply Federal, State, and County policies and procedures; provide direction to others; represent the County or department with tact and diplomacy.
Supplemental Information
APPLICATION & SELECTION PROCESS:
- Review applications and supplemental questionnaires to determine those applicants who meet the employment standards.
- Microsoft Excel 2013 Skills Assessment: Candidates will be notified by email with instructions on obtaining and taking the Excel 2013 skills assessment. The deadline to complete the assessment will be clearly stated in the invitation emailed to applicants. All candidates must complete the assessment in order to advance to the next step in the selection process.
- Supplemental Questionnaire Ranking: Responses to the required supplemental questionnaire will be evaluated and scored. Candidates' final score and rank on the eligibility list will be determined by their responses to the supplemental questionnaire.
REASONABLE ACCOMMODATIONS: The County of Santa Barbara is committed to providing reasonable accommodation to applicants. Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter listed on the job posting. We require verifications of needed accommodation from a professional source, such as a Medical Professional, or learning institution.
Recruiters will communicate with applicants by e-mail during each step in the recruitment process.Applicants are reminded to check spam filters continuously during the Recruitment & Selection Process steps listed above to ensure they do not miss required deadlines.
Conditional Job Offer: Once a conditional offer of employment has been made, the candidate will be required to successfully complete a background check, which includes a conviction history check, and satisfactory reference checks.
All Positions: Appointees may be subject to a post-offer medical evaluation or examination. The appointee must satisfactorily complete a one-year probationary period.
BACKGROUND INVESTIGATION: Sheriff's Office and the Probation Department conduct a background investigation. Current or excessive use of drugs, sale of drugs, serious criminal history, or deception relating to employment history may bar employment. Other departments may require an extended background check including credit history; this is at the discretion of each department.
For the Sheriff's Office and Probation Department, a conditional offer is extended to those candidates who successfully complete the background investigation; if the offer is accepted, you will then be required to complete and pass a medical exam prior to hire.
The following process is only used for the Sheriff's Office and Probation Department:
Personal History Questionnaire (PHQ). Once candidates are placed on the employment list, the Human Resources Department will email candidates a notice regarding completion of a Personal History Questionnaire (PHQ).
Candidates that pass the PHQ and are in the top group will be sent to the hiring department for consideration. Candidates that are interviewed and considered for the position will advance to the next step in the hiring process, which includes the following:- Polygraph Examination: measures the accuracy of information disclosed on the PHQ and during the background investigation.
- Background Investigation: includes an interview and in-depth background investigation of arrest records, personal, military, credit, and employment history; inquiry of persons who know you and evaluate whether you respect the law and rights of others; are dependable and responsible; have demonstrated mature judgment in areas such as the use of drugs and intoxicants; are honest; and a safe driver.
- Live Scan: Electronic fingerprint scanning that is certified by the State Department of Justice.
Disaster Service Worker: Pursuant to Governmental Code section 3100, all employees with the County of Santa Barbara are declared to be disaster service workers subject to such disaster service. Activities as may be assigned to them by their superiors or by law.
Equal Employment Opportunity (EEO) Statement
The County of Santa Barbara provides equal employment opportunities to all employees and applicants and prohibits discrimination, harassment, and retaliation of any type with regard to any characteristic or status protected by any federal law, state law, or Santa Barbara County ordinance. The County continues to be committed to a merit-based selection process and to eliminating barriers to attracting and retaining top qualified candidates. The County has a long-standing practice of providing a work environment that respects the dignity of individual employees and values their contributions to our organization.
APPLICATION AND SUPPLEMENTAL QUESTIONNAIRE DEADLINE: Open until filled. Postmarks not accepted. Applications and job bulletins can be obtained 24 hours a day at www.sbcountyjobs.com.
Erin Kuhn, Talent Acquisition Analyst - erkuhn@countyofsb.org
Description
Cost Analyst I: $96,817.76 - $116,529.92 AnnuallyCost Analyst II: $106,181.92 - $127,961.60 Annually
We are currently accepting applications to fill multiple Cost Analyst I/II positions. The Cost Analyst position is utilized by 13 departments within the County of Santa Barbara. We are also accepting applications to establish one employment list to fill current and future vacancies in multiple departments and locations throughout the County of Santa Barbara (Santa Barbara, Santa Maria, Santa Ynez, Carpinteria, Lompoc, etc.)for full-time and part-time positions.
Current vacancies: There is one vacancy in the Probation Department, located in either Santa Barbara or Santa Maria, and one vacancy in the County Health Department, located in Santa Barbara.
When completing your application and supplemental questionnaire, please ensure you select the departments and locations you are willing to accept current and future employment. If you are interested in working with the Probation Department and/or Sheriff's Office, you must select "All Locations" in the agency-wide questions and supplemental questionnaire.
BENEFITS OVERVIEW:
o Vacation: 12 to 25 days per year depending on length of public employment
o Holidays: 13 days per year
o Sick Leave: 12 days sick leave per year; Unlimited accumulation, one year of which can be converted to service credit upon retirement
o Health Plan: Choice of dental, vision and medical plans; County contributes toward medical and dental premiums
o On-Site Employee Health Clinics in Santa Barbara and Santa Maria: Provides ongoing and episodic services to eligible employees and their eligible dependents.
In addition, applicants from other public sector employers may qualify for:- Retirement reciprocity
- Time and service credit towards an advanced vacation accrual rate
The Position
Under general direction, coordinates County programs whose funding crosses departmental lines with detailed cost analysis and cost reports; responsible for reporting, calculating, and estimating federal and state reimbursements or service charges; responsible for analyzing and negotiating state rates for services provided; prepares proper documentation for audits; interprets and resolves audit findings; consults with County Administrator staff regarding budgets for major programs and the Auditor-Controller staff to assure full cost recovery and proper reporting; participates in the development of specialized cost accounting systems; and performs related duties as required.
DISTINGUISHING CHARACTERISTICS: Cost Analyst I/II is a flexibly staffed series. This class series is found in the Auditor-Controller's office and financially complex departments. This series is distinguished from the Financial Systems Analyst I/II by the complex policies and legislation that the Cost Analyst routinely encounters and the latter's emphasis on the technical development of financial accounting systems. Furthermore, the Cost Analyst is responsible for interpreting audit findings, resolving audit findings, and representing the department during audits. The Cost Analyst series is distinguished from the Accountant or Accountant-Auditor series in that, these series are generalist series while the Cost Analyst is a specialty class focused on cost accounting and analysis to optimize revenues from fee reimbursements and grants.
Cost Analyst I is the journey level in which incumbents apply Federal, State, and County accounting policies and procedures; analyze, learn, and interpret complex legislation related to assigned program; use complex accounting systems and applications; learn and apply federal and state cost reimbursement standards. Incumbents in selected departments will be responsible for optimizing reimbursements for state and federally funded programs, grants, or fee reimbursable programs.
Cost Analyst II is the advanced level in which incumbents are expected to have advanced knowledge about complex legislation and regulations pertaining to the implementation of multi-departmental policies and procedures. Incumbents at the II level are expected to have advanced in their knowledge of computer systems, spreadsheet skills, and database management.Examples of Duties
- Prepares or reviews complex cost reports and cost allocation plan; reviews financial documents prepared by others for accuracy, form, and content; interprets and resolves audit findings. Reviews reimbursement estimates of departments and recommends revisions as appropriate. Conducts rate analysis to determine appropriate reimbursement levels and sets rates accordingly.
- Reviews or prepares intergovernmental claims for reimbursement, fee proposals, and indirect cost rate proposals for departments (ICRP'S); measures cost per unit of service to determine whether fees are being set at appropriate levels; consults with and advises department management and accounting personnel on a wide variety of intergovernmental and fee reimbursable cost accounting matters; advises internal fiscal units on cost accounting procedures and practices.
- Extracts and manipulates data from databases to establish cost accounting data; writes simple databases; designs and may develop more complex databases. Evaluates work process, organizational systems, policies, procedures, and computer technology in order to establish cost accounting data. Analyzes system design alternatives for development of new cost accounting systems and improvements to existing systems.
- Coordinates major County-wide programs with detailed cost analysis and cost reports; responsible for reporting, calculating, and estimating federal and state reimbursement; responds to federal and state audits by resolving audit findings; represent and advocate department position during audits. Monitors revenues and expenditures to determine whether reported levels meet anticipated levels.
- Reviews or prepares the annual County wide cost allocation plan.
Employment Standards
- Possession of a valid certificate as a Certified Public Accountant and one year of professional experience as a cost accountant; or,
- Possession of a bachelor's degree in accounting, business administration, computer science, or a related field, and two years of professional experience as a cost accountant; or,
- A combination of training, education, and experience that is equivalent to one of the employment standards listed above and that provides the required knowledge and abilities.
Knowledge of: generally accepted accounting principles; principles and practices of project management; standard English usage and grammar; working knowledge of cost accounting principles; full cost determination; step-down cost methodology; various county financial systems and software; principles of database design; cost pools; cost objectives; standard costing and government cost allocation methodology; database and spreadsheet software.
Ability to: gather and analyze cost data, develop solutions, project consequences, and evaluate results; plan, organize, and prioritize work; establish and maintain a working relationship with a variety of County staff and vendors (i.e., grant agencies, contract service providers, and outside auditors); prepare a variety of written documents; make presentations to groups; maintain impartiality, objectivity; apply principles of governmental accounting; learn and apply Federal, State, and County policies and procedures; provide direction to others; represent the County or department with tact and diplomacy.
Supplemental Information
APPLICATION & SELECTION PROCESS:
- Review applications and supplemental questionnaires to determine those applicants who meet the employment standards.
- Microsoft Excel 2013 Skills Assessment: Candidates will be notified by email with instructions on obtaining and taking the Excel 2013 skills assessment. The deadline to complete the assessment will be clearly stated in the invitation emailed to applicants. All candidates must complete the assessment in order to advance to the next step in the selection process.
- Supplemental Questionnaire Ranking: Responses to the required supplemental questionnaire will be evaluated and scored. Candidates' final score and rank on the eligibility list will be determined by their responses to the supplemental questionnaire.
REASONABLE ACCOMMODATIONS: The County of Santa Barbara is committed to providing reasonable accommodation to applicants. Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter listed on the job posting. We require verifications of needed accommodation from a professional source, such as a Medical Professional, or learning institution.
Recruiters will communicate with applicants by e-mail during each step in the recruitment process.Applicants are reminded to check spam filters continuously during the Recruitment & Selection Process steps listed above to ensure they do not miss required deadlines.
Conditional Job Offer: Once a conditional offer of employment has been made, the candidate will be required to successfully complete a background check, which includes a conviction history check, and satisfactory reference checks.
All Positions: Appointees may be subject to a post-offer medical evaluation or examination. The appointee must satisfactorily complete a one-year probationary period.
BACKGROUND INVESTIGATION: Sheriff's Office and the Probation Department conduct a background investigation. Current or excessive use of drugs, sale of drugs, serious criminal history, or deception relating to employment history may bar employment. Other departments may require an extended background check including credit history; this is at the discretion of each department.
For the Sheriff's Office and Probation Department, a conditional offer is extended to those candidates who successfully complete the background investigation; if the offer is accepted, you will then be required to complete and pass a medical exam prior to hire.
The following process is only used for the Sheriff's Office and Probation Department:
Personal History Questionnaire (PHQ). Once candidates are placed on the employment list, the Human Resources Department will email candidates a notice regarding completion of a Personal History Questionnaire (PHQ).
Candidates that pass the PHQ and are in the top group will be sent to the hiring department for consideration. Candidates that are interviewed and considered for the position will advance to the next step in the hiring process, which includes the following:- Polygraph Examination: measures the accuracy of information disclosed on the PHQ and during the background investigation.
- Background Investigation: includes an interview and in-depth background investigation of arrest records, personal, military, credit, and employment history; inquiry of persons who know you and evaluate whether you respect the law and rights of others; are dependable and responsible; have demonstrated mature judgment in areas such as the use of drugs and intoxicants; are honest; and a safe driver.
- Live Scan: Electronic fingerprint scanning that is certified by the State Department of Justice.
Disaster Service Worker: Pursuant to Governmental Code section 3100, all employees with the County of Santa Barbara are declared to be disaster service workers subject to such disaster service. Activities as may be assigned to them by their superiors or by law.
Equal Employment Opportunity (EEO) Statement
The County of Santa Barbara provides equal employment opportunities to all employees and applicants and prohibits discrimination, harassment, and retaliation of any type with regard to any characteristic or status protected by any federal law, state law, or Santa Barbara County ordinance. The County continues to be committed to a merit-based selection process and to eliminating barriers to attracting and retaining top qualified candidates. The County has a long-standing practice of providing a work environment that respects the dignity of individual employees and values their contributions to our organization.
APPLICATION AND SUPPLEMENTAL QUESTIONNAIRE DEADLINE: Open until filled. Postmarks not accepted. Applications and job bulletins can be obtained 24 hours a day at www.sbcountyjobs.com.
Erin Kuhn, Talent Acquisition Analyst - erkuhn@countyofsb.org
About County of Santa Barbara
The County of Santa Barbara is committed to fostering an inclusive, dynamic workplace that supports employee growth and career success. As one of the region's largest employers, we pride ourselves on having a workforce as diverse as the community we serve. Our mission is to nurture a culture where employees excel, helping the community thrive. Whether you're new to the workforce, returning, or seeking a career change, the County offers meaningful roles with opportunities for advancement. We support ongoing development through programs like Employees University, which provides training and mentorship.
As an Equal Opportunity Employer, we value diversity and promote inclusion, ensuring our workforce reflects the community. We are dedicated to providing high-quality services while championing equity and diversity. Explore current job opportunities and connect with us on social media.
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