Gis Analyst Three Jobs in Riverside, CA (NOW HIRING)

Salary : $104,842.40 - $141,273.60 Annually
Location : Headquarters - 1 Fire Authority Road, Irvine, CA 92602, CA
Job Type: FULL-TIME
Job Number: 2026-75-DS
Department: INFORMATION TECHNOLOGY
Opening Date: 08/19/2026
Closing Date: 9/9/2026 11:59 PM Pacific
DESCRIPTION
The Orange County Fire Authority is recruiting to fill one (1) GIS Analyst position, which will provide support to the IT/GIS Division. This recruitment will fill the current vacancy and establish an eligibility list for future vacancies.
CLASS SUMMARY:
Incumbents are responsible for performing professional level activities under supervision in administering, maintaining, troubleshooting, and/or developing GIS computer systems and/or applications. Incumbents may serve as a lead on Projects and to lower-level staff.. Incumbents may also serve as a subject matter expert in the area of assignment. Incumbents may be required to serve on an emergency response team in the field.
DISTINGUISHING CHARACTERISTICS:
The GIS Analyst is the third level in a four-level Geographic Information Systems series. The GIS Analyst is distinguished from the GIS Technician by its project lead responsibilities and level of experience in a specific area of expertise, and scope of responsibility under supervision.
SCHEDULE OF EVENTS:
Recruitment Closes: Wednesday, September 9 @ 11:59 pm
Oral Interviews: Scheduled for the week of September 28, 2026
Selection Interviews: Scheduled for the week of October 5, 2026
ESSENTIAL FUNCTIONS
(These duties are intended to be representative samples of the duties performed by the class.)
To view the essential functions, knowledge, and skills for this position, please use the link to the classification specification provided below.
MINIMUM QUALIFICATIONS
An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job, such as those listed above.
EDUCATION (position requirements at entry):

• Bachelor's Degree in Geography, or a related field

EXPERIENCE (position requirements at entry):

• Three (3) years of GIS experience.

LICENSE AND CERTIFICATIONS (position requirements at entry):

• GISP Certificate is highly desired.

HIGHLY DESIRED QUALIFICATIONS

• Hands-on experience using SQL Server and T-SQL for data validation, reporting, geospatial analysis, views, queries, or stored procedures.
• Hands-on experience developing automation workflows using Python, ArcPy, ArcGIS API for Python, or similar scripting tools.
• Hands-on experience developing or configuring web GIS applications using JavaScript, Arcade, ArcGIS Maps SDK for JavaScript, Experience Builder, Dashboards, or related Esri technologies.
• Experience administering, publishing, or supporting ArcGIS Pro, ArcGIS Enterprise, ArcGIS Online, and Esri enterprise geodatabases.
• Experience supporting mobile GIS workflows using ArcGIS Field Maps, Survey123, offline maps, forms, or field data collection tools.
• Experience with data modeling, relational databases, ETL processes, enterprise data integration, and GIS data quality control.
• Experience supporting public safety GIS workflows, including CAD, routing, network analysis, dispatch support, emergency response mapping, or operational data maintenance.
• Experience working with fire service, emergency management, public safety, or other mission-critical operational environments.

SUPPLEMENTAL INFORMATION
PHYSICAL REQUIREMENTS:
Positions in this class typically require stooping, reaching, walking, pushing, pulling, lifting, fingering, talking, hearing, seeing, and repetitive motions.
Light Work: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the work sits most of the time, the job is rated for light work.
WORKING CONDITIONS:
Incumbents may be subjected to moving mechanical parts and electrical currents.
NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the needs of the department.
PRE-HIRE REQUIREMENTS:
Before an employee is hired, he/she must successfully complete pre-employment requirements including, but not limited to fingerprinting and background check, reference check, DMV check, licensure/certification check, Oath of allegiance to the United States of America and the State of California, and proof of eligibility to work in the United States in accordance with Immigration and Reform Control Act of 1986. All job offers are contingent upon the successful completion of a pre-employment medical exam, including a drug screen through the OCFA's designated physician.
HOW TO APPLY FOR THIS POSITION:
When the recruitment opens for this position, an applicant must submit, during the application filing period, an online application and attach any supplemental information as required in the job announcement which may include submitting responses to a supplemental questionnaire. Online resumes and other unsolicited materials may be attached but will not be considered in lieu of the required online application, unless otherwise specified in the job announcement. The OCFA reserves the right to limit the number of online applications when necessary. Applicants are responsible for maintaining/updating their contact information through the online application system.
SELECTION PROCEDURES:
INITIAL SELECTION REVIEW:
The Human Resources Division reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials.
TESTING:
Testing for this position or any other position may include, but is not limited to the following: written exam, practical exam, panel interview, physical ability test, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants.
AMERICANS WITH DISABILITIES ACT (ADA) ACCOMMODATION:
In accordance with the Americans With Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact Duke Steppe, Human Resources Manager at dukesteppe@ocfa.org upon opening of a recruitment.
ELIGIBLE LIST:
The duration of an Eligible List is one year, unless otherwise specified in the job announcement.
WITHDRAWING FROM RECRUITMENT PROCESS:
Whenever an applicant chooses to withdraw from a recruitment process, he/she is required to submit an email notification to the assigned recruiter requesting a withdrawal from the process. The email to the recruiter must include the applicant's current phone number.
QUESTIONS:
All questions regarding this position should be directed to Duke Steppe, Human Resources Manager at dukesteppe@ocfa.org upon opening of a future recruitment.
NOTE:
The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.
EQUAL OPPORTUNITY EMPLOYER:
The Orange County Fire Authority is an Equal Employment Opportunity Employer.
Orange County Employees Association (OCEA) Representation
This classification is represented by the OCEA. Please visit the for additional information.
Merit Salary Increases
Employees are eligible for a merit salary increase (1 to 4 steps) at their six-month review date, and annually thereafter based upon work performance until step 12 of the salary range is reached.
Medical Benefit
Employees have a choice of medical plans under the CalPERS Health Benefits Program and the Authority contributes towards the cost of health premiums as follows:

• 100% of cost for employee only premium;or
• 75% of cost for dependent/family premium

The enrollment period for a new employee is sixty (60) days from the date of employment. The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.
Medical Opt-Out: Effective January 1, 2026, employees who submit sufficient proof of alternate group health insurance may waive coverage and receive the following in bi-monthly taxable cash:

• Full-Time Employees: $386.27 per pay period (24 pay periods)
• Part-Time Employees: $193.14 per pay period (24 pay periods)

Please visit for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.
OCEA Health & Welfare Benefits Plan
The OCFA contributes to the OCEA Health & Welfare Trust which provides for the following dental, vision, disability insurance, and life insurance for all employees in regular or limited-term positions represented by OCEA, regardless of membership status. With a union membership, employees have the option to purchase additional insurance available through the OCEA. Please visit the webpage for additional information.
Retirement
All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.
Legacy General Members: Employees hired on or after December 1, 2012, who establish reciprocitywith OCERS are enrolled in the 2% at age 55 retirement formula (Plan N). Employees pays their maximum employee contribution based on age of entry into OCERS (or reciprocal retirement system), including any increases to the maximum employee contribution as calculated by OCERS. Please visit OCERS to view compensation and benefit limits.
New General Members (PEPRA): Employees hired on or after January 1, 2013, without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employee's retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS). Please visit OCERS to view compensation and benefit limits.
For more information about OCERS retirement, please visit
Deferred Compensation
Employees in regular or limited-term positions may voluntarily participate in the Authority's deferred compensation plan. This plan is provided by Nationwide Retirement Services and allows for pre- and post-tax deferrals.
Retiree Health Reimbursement Arrangement
General Unit members hired on/after January 1, 2007, are enrolled in a defined contribution retiree health reimbursement arrangement to which they contribute 4.0% of base salary.
Social Security
Orange County Fire Authority employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.
Medicare
Employees contribute 1.45% to Medicare. Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.
Educational Incentive Pay
Employees with college-level semester units, a bachelor's degree, or completion of an approved course from the Universal Technical Institute (UTI) or equivalent, are eligible for educational incentive pay as follows:

• 60+ units or UTI course = 2.5% of base salary per month; or
• 90+ units = 3% of base salary per month; or
• Bachelor's degree = 5.5% of base salary per month

The maximum educational incentive pay an employee may receive is 5.5% of base salary.
Other Specialty Pays / Reimbursements
Employees under special classifications or assignments, or who possess specialized skills/training/certification, may be eligible for other specialty pays. Please refer to the for further details.
Tuition Reimbursement
Tuition reimbursement is $2,000 per fiscal year to cover certain expenses associated with academic pursuits.
Vacation
Vacation accrual is based on hours of completed continuous service (regular hours) exclusive of overtime:

• Upon employment and up to 3 years, up to 80 hours per year
• After 3 years, but less than 10 years, up to 120 hours per year
• After 10 years, up to 160 hours per year

Holidays
Employees in the General Unit observe 13 holidays within the calendar year:

• New Year's Day
• Martin Luther King Jr.'s Birthday
• Lincoln's Birthday
• President's Day
• Memorial Day
• Independence Day
• Labor Day
• Indigenous Peoples' Day
• Veteran's Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve
• Christmas Day

Full-time ten (10) hour, nine (9) ho