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What jobs in Colorado have PERA?

PERA (Public Employees' Retirement Association) provides retirement benefits for various public sector jobs, including teachers, state employees, and local government workers. Many of these positions require participation in PERA retirement plans, which often include defined benefit pensions and contribution requirements. Job seekers in these fields should verify PERA membership eligibility based on the specific role and employer.

What job makes $10,000 a month without a degree?

High-paying roles such as sales managers, real estate brokers, or skilled trades like electricians can earn $10,000 or more monthly without a college degree, often requiring experience, certifications, or specialized skills. Success in these fields depends on performance, networking, and industry knowledge.

What is the difference between Pera In vs Pera Out?

AspectPera InPera Out
Primary RoleProcessing incoming payments and transactionsHandling outgoing payments and disbursements
Work EnvironmentBank branches, payment centers, financial institutionsFinancial institutions, corporate finance departments
Required CredentialsBasic financial knowledge, customer service skillsFinancial certifications may be preferred, similar to Pera In
Industry UsageCommonly used in banking and retail sectorsUsed in corporate finance and treasury departments

In summary, Pera In focuses on processing incoming payments, while Pera Out handles outgoing disbursements. Both roles are essential in financial operations, often requiring similar skills and credentials, but they differ in their specific functions within the payment cycle.

What happens to my PERA if I quit my job?

If you are a Pera In employee and quit your job, your PERA retirement account remains your property. You can choose to leave the funds invested, withdraw them, or roll them over to another retirement plan, depending on your age and the plan's rules. It is important to review PERA's specific policies and any applicable penalties or tax implications before making a decision.

How does PERA work?

PERA (Public Employees Retirement Association) manages retirement benefits for public employees by collecting contributions from employees and employers, investing those funds, and providing pension payments upon retirement. The system operates based on defined benefit plans, requiring participants to meet certain service and age criteria. Employees typically need to contribute a percentage of their salary, and benefits are calculated based on salary history and years of service.
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What cities in California are hiring for Pera In jobs? Cities in California with the most Pera In job openings:
Pera In jobs near you
Deputy Director (Member Strength)

Deputy Director (Member Strength)

SERVICE EMPLOYEES INTERNATIONAL UNION

Los Angeles, CA

Other

Posted yesterday

Job description

Deputy Director, Member Strength (Regional)

SEIU Local 2015

About SEIU Local 2015

SEIU Local 2015 is California’s Long-Term Care workers organization representing over 400,000 homecare providers, nursing home workers, and assisted living center workers across the state. We are building the collective power of workers, families, and communities to transform the long-term care industry and advance economic and racial justice.

Learn more at: www.seiu2015.org

Position Purpose

The Deputy Director, Member Strength (Regional) is a senior regional leader responsible for driving membership growth, political engagement, leadership development, and representational excellence across an assigned geographic region.

Reporting to the Regional Director, this role provides strategic and operational leadership to large, multi-functional teams. The Deputy Director ensures execution of Local-wide priorities while developing high-performing managers and aligning regional strategy with organizational goals.

This role blends campaign strategy, field execution, data analysis, and executive-level team leadership.

Key Accountabilities1. Regional Strategy & Execution

  • Co-develop and implement annual and multi-year regional strategic plans aligned with Local and International priorities.

  • Drive measurable outcomes in:

    • Membership growth and density

    • COPE/CAF participation

    • Political mobilization

    • Leader identification and development

    • Contract campaigns and representation metrics

  • Translate statewide initiatives into region-specific operational plans.

2. Leadership & Staff Development

  • Directly supervise and coach managers overseeing organizing, representation, and campaign programs.

  • Build strong leadership pipelines and succession plans.

  • Lead hiring, onboarding, performance management, and discipline within region.

  • Establish performance metrics and accountability systems tied to program outcomes.

  • Model a culture of feedback, ownership, and continuous improvement.

3. Organizing & Campaign Leadership

  • Oversee complex organizing drives, bargaining campaigns, and representational strategies.

  • Provide high-level campaign strategy including:

    • Target selection

    • Resource allocation

    • Messaging and escalation plans

    • Timeline and milestone tracking

  • Ensure compliance with relevant labor laws (NLRA, FLSA, PERA, etc.).

  • Partner cross-functionally with Political, Growth, Communications, and Legal teams.

4. Data & Operational Excellence

  • Use data dashboards and membership metrics to guide decision-making.

  • Monitor progress toward regional KPIs and intervene when performance gaps emerge.

  • Ensure data integrity and reporting compliance.

  • Contribute to annual budget development and manage regional fiscal accountability.

5. Equity & Organizational Culture

  • Advance SEIU 2015’s commitment to equity, anti-racism, and cultural competence.

  • Foster inclusive leadership practices across diverse staff and member communities.

  • Embed equity analysis into organizing and political strategy.

Required Leadership Competencies

The Deputy Director must demonstrate:

  • Visionary leadership with the ability to mobilize teams toward shared political and growth goals.

  • Advanced team-building skills across large, geographically dispersed staff.

  • High-level coaching and performance management capability.

  • Strategic campaign planning and execution.

  • Political acumen and sound judgment in complex union environments.

  • Ability to lead through change and ambiguity.

  • Strong cross-department collaboration.

  • Financial and operational management skills.

  • Executive-level communication and facilitation skills.

  • Alignment with SEIU 2015 Core Values: Leadership, Compassion, Empowerment, Accountability, Transparency, and Excellence.

Experience & Qualifications

  • 5–7+ years of progressive leadership experience in union organizing, community organizing, or labor representation.

  • Minimum 3+ years managing managers and large, multi-layered teams.

  • Demonstrated success leading bargaining campaigns and/or new worker organizing drives.

  • Proven experience driving measurable growth in membership, political participation, or leader development.

  • Experience managing regional budgets and campaign resources.

  • Strong understanding of labor law and organizing regulations (NLRA, FLSA, PERA).

  • Experience operating in politically complex environments.

  • Advanced facilitation and negotiation skills.

  • Strong data analysis and reporting capability.

  • Proficiency in Microsoft Office Suite; comfort leveraging digital organizing tools and social media.

Scope of Supervision

Reports to: Regional Director
Supervises: Regional Managers and/or Program Leads (Organizing, Representation, Campaigns)

May assume Regional Director responsibilities during absences or high-intensity campaign periods.

Working Conditions

  • Frequent travel within assigned region.

  • Long and irregular hours, including evenings and weekends.

  • Valid California driver’s license and reliable transportation required.

  • Field-based work with members, leaders, and community stakeholders.

Equal Opportunity Statement

SEIU Local 2015 is an equal opportunity employer committed to building a diverse and inclusive workforce.

Apply