This examination is being given to fill 1 (one) vacancy at the Human Services Agency and to establish an eligible list to fill future vacancies throughout the County. Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline.
Employment Background, & DOJ Live Scan: Potential new hires into this classification are required to successfully pass a DOJ Live Scan, and a pre-employment background investigation as a condition of employment. Final appointment cannot be made unless the eligible has successfully completed the DOJ Live Scan and pre-employment background investigation.
NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail.
- Assumes management responsibility for information technology services and activities within a County department; technical areas of responsibility may include systems and applications development and maintenance, data processing, local and wide area network development and administration, office automation, web-site development and maintenance, and associated technical service support.
- Participates in the planning development and implementation of goals, objectives, policies and priorities for department information technology systems and programs; recommends and administers policies and procedures.
- Monitors and evaluates the efficiency and effectiveness of information systems operational methods and procedures; reviews, investigates, evaluates and selects new technologies for current and future business needs including computer systems equipment, hardware and software; recommends, within County and department policy, appropriate service and staffing levels; ensures that all technologies comply with County, department or mandated standards.
- Plans, directs, coordinates and reviews the work for department information technology staff; assigns work activities, projects and programs; reviews and evaluates work products, methods and procedures; meets with staff to identify and resolve problems.
- Directs system and applications development, upgrades and replacement; evaluates user requirements; directs the development of program and system specifications, and technical documentation; develops, maintains and implements programming standards, quality control procedures and related processes to ensure compliance with County, department or mandated policies and standards.
- Prepares service, equipment and software requests; writes specifications; evaluates bids received and selects vendors; monitors performance of equipment and contracted services to ensure compliance with standards.
- Serves as technical resource or project manager on department information technology projects; reviews and approves project plans for technology enhancements or new products and services; analyzes client information system needs; recommends solutions and appropriate technology; designs project and resource plans and schedules; develops proposals using cost/benefit analyses; coordinates the installation and evaluation of proposed hardware and software to ensure compatibility with existing systems; coordinates programming activities; controls, monitors and reports budget expenditures; directs members of the project team; resolves difficult and complex technology issues through effective utilization of department technical staff and use of vendor contracts; provides written reports and presentations on project status; ensures compliance with budget and project goals and objectives.
- Develops and administers department security strategy, policies and procedures for network availability, security and related services; ensures compliance with County and mandated standards.
- Manages network operations to resolve performance and capacity issues; develops plans and implements new technologies and data communications services to satisfy capacity and performance requirements.
- Directs and oversees department website design, development and maintenance; serves as technical resource to department management on website development opportunities.
- Selects, trains, supervises, develops, motivates, and evaluates assigned staff; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline procedures.
- Oversees and participates in the development and administration of assigned budget; participates in the forecast of funds needed for staffing, equipment, materials and supplies; monitors and approves expenditures; implement adjustments.
- Serves as department representative on a variety of information technology related committees; coordinates with internal and external agencies; prepares and presents staff reports and other necessary correspondence.
Education: A Bachelor’s degree from an accredited college or university with major course work in computer science, information systems, mathematics, business administration or a related field.
Experience: Five years of increasingly responsible, professional analytical information systems experience including two years in a supervisory capacity.
Substitution # 1: Possession of an approved information systems technology certificate, or completion of an approved information systems training course may substitute for all or part of the above required education. A list of approved certificates and/or courses shall be maintained within the Human Resources Department.
Substitution # 2: Additional qualifying experience may substitute for the above required education on a year-for-year basis to a maximum of two years.
Operations, services and activities of a comprehensive information technology program including systems and applications development, data processing, network systems and web-site development; concepts and principles of emerging technologies; operational characteristics, internal processes, services and activities of a mainframe computer system; operational characteristics and capabilities of multiple operating systems, platforms, environments, hardware and software; complex principles and practices of website development; methods and techniques of evaluating client information technology requirements; structured systems programming analysis and design; methods and techniques of managing network systems performance and capacity; principles and practices of project management; principles and practices of system testing, analysis and security administration; principles and practices of managing technical change on a proactive basis; methods and techniques of contract negotiation and administration; advanced methods and techniques of evaluating computer systems hardware and software; principles and practices of budget preparation and administration; principles of supervision, training and performance evaluation; pertinent Federal, State and local laws, codes and regulations.
Oversee and participate in the management of information systems programs within assigned department; oversee, direct and coordinate the work of lower level staff; select, supervise, train and evaluate staff; apply highly complex technical principles and concepts to develop business solutions; plan, organize and manage systems, applications and network projects and programs; research and evaluate new technology in assigned area of responsibility; serve as project manager on large scale complex projects; evaluate client business requirements to determine information technology solutions; serve as technical resource in assigned operational area; recommend, develop, implement and maintain information technology standards and processes including disaster recovery, network availability and security programs; participate in the development and administration of goals, objectives and procedures; prepare and administer program budgets; prepare clear and concise technical and administrative reports; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships with those contacted in the course of work.
Mobility – Frequent use of data entry devices; frequent sitting, standing or walking for long periods; occasional pushing/pulling, bending, squatting and crawling; driving. Lifting – frequently 5-30 pounds; occasionally 70 pounds or less. Vision – constant use of good overall vision; frequent reading/close-up work; occasional color, depth and peripheral vision. Dexterity – frequent repetitive motion; frequent writing; frequent grasping, holding, reaching. Hearing/Talking – frequent talking/hearing in person and on the telephone. Emotional/Psychological – frequent decision making and concentration; frequent public contact; occasional working alone, working nights and traveling. Environmental – frequent exposure to noise.
San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org).
Accommodations for those covered by the Americans with Disabilities Act (ADA):
San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
Health Insurance: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of three medical plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available.
Dental Insurance: The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense.
Vision Insurance: The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense.
For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits.
Life Insurance: The County provides eligible employees with life insurance coverage as follows:
1 but less than 3 years of continuous service: $1,000
3 but less than 5 years of continuous service: $3,000
5 but less than 10 years of continuous service: $5,000
10 years of continuous service or more: $10,000
Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate. Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.
125 Flexible Benefits Plan: This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit).
Retirement Plan: Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance.
Deferred Compensation: The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000. The Roth IRA (after tax) is also now available.
Vacation: Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years.
Holiday: Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year.
Administrative Leave: Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees. Administrative leave may not be carried beyond to the next fiscal year.
Sick Leave: 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive: An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year.
Bereavement Leave: 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child.
Merit Salary Increase: New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step.
Educational Reimbursement Program: Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year.
Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.
School Activities: Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities.
Note: County employees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.
Applicants who meet the minimum qualifications will go through the following examination process:
- Written Exam: The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list.
- Oral Exam: The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list.
- Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list.
- Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process.
Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points.
Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date.
Veteran’s Points: Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination.
Acceptable wartime service dates:
September 16, 1940 to December 31, 1946
June 27, 1950 to January 31, 1955
August 5, 1964 to May 7, 1975
Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation.
Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established.
Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods.
- Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments.
- Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination.
- Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department.
Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities.
Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen.
Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when;
Department Head may establish additional limitations on the hiring of relatives by departmental rule.
Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S.
