This examination is being given to fill 1 vacancy in the Parks and Recreation Department and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.
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.
Pre-Employment Background, DOJ Live Scan and Drug Screen: Potential new hires into this classification are required to successfully pass a DOJ Live Scan, a pre-employment background investigation and a pre-employment drug screen as a condition of employment. Final appointment cannot be made unless the eligible has successfully completed the DOJ Live Scan, background process and passed the drug screen. The County pays for the initial drug screen.
- Supervises zoo and nature center staff involved in daily operation of the facilities, animal care, maintenance, educational and interpretive programming, and volunteer coordination, including non-County funded staff; selects, assigns, trains, and evaluates the work of staff performing the daily operations and maintenance of the zoo.
- Coordinates planning and development to ensure that facilities meet or exceed industry standards and that operations are in compliance with applicable rules, regulations and laws, including animal care, management, health and safety, public safety, visitor services, and zoo facility security; recommends and implements policies and procedures; .
- Establishes and maintains professional and regulatory agency relationships or affiliations to ensure appropriate professional and operating standards, identify industry trends, and assess development methods applicable to modern zoological facilities.
- Develops and implements fund-raising, promotions, marketing, public relations, and community support activities; speaks before clubs, organizations, businesses and individuals to promote support for the zoo; serves as liaison to community organizations, businesses, agencies, and the public to promote involvement and support, and to resolve problems and complaints; promotes development of and assists the Zoological Society, and provides advice and support.
- Evaluates zoo and nature center needs and identifies goals; plans new facilities, upgrades, and exhibits for zoo and nature center; develops and implements interpretive programs.
- Prepares, implements, and monitors budgets; approves expenditures.
- Gathers, organizes and analyzes information; prepares reports and recommendation; prepares correspondence; monitors contracts and grants.
Education: Graduation from an accredited four year college or university with major course work in zoology, wildlife biology, animal science, animal care, zoo management, or a related field.
Experience: Four years’ experience in zoo operations or a closely related field, two years of which were at a supervisory level.
Principles and practices of supervision; management techniques, including planning, budgeting and training; basic computer and modern office automation technology, including pertinent software; zoo management practices, procedures and protocols; a thorough understanding of the needs and habits of the different types of animals in a zoological collection; zoological park operations, including the development of practices and protocols; animal care and management practices; laws and standards relative to care and exhibition of exotic animals and zoo operations; public relations and marketing principles and practices; zoo exhibit and facility design and development; interpretive program development and techniques; U.S. Department of Agriculture (USDA) regulations and Association of Zoos and Aquariums (AZA) guidelines for zoos.
Plan, assign and direct staff, volunteers and others; work effectively with the public; read, understand and interpret contracts, agreements, and technical information; manage a diverse workforce of skilled and semi-skilled staff; develop and manage budgets; gather and analyze data; prepare and present reports; respond effectively to changing priorities and challenges; plan and design interesting zoological exhibits and educational tours; speak in public and make public presentations; interpret and apply pertinent rules, laws, and regulations; work effectively with professional and regulatory organizations; operate computers and related software; interact with a wide variety of ages and interests; communicate effectively, both orally and in writing; establish and maintain effective working relationships with a wide variety of officials, County staff, and the general public.
Mobility - Operation of a data entry device, sitting, frequent walking and standing, pushing/pulling, bending, driving; Lifting –frequently 5 - 50 pounds or less; Vision – good overall vision, color perception, depth perception; reading and close-up work; normal hand and eye coordination; good field of vision/peripheral; Dexterity –normal dexterity and repetitive motion; Hearing/Talking – frequent hearing and talking on the telephone/radio and in person; Special Requirements – working weekends; may require evening or weekend work; Emotional/psychological – frequent public contact and decision making; frequent concentration; occasional exposure to dangerous situations, including trauma, grief and death; working alone.; Environmental – frequent exposure to noise, cold/heat, hazardous materials, dirt, dust, fumes, and varied weather conditions.
San Joaquin County complies with the Americans with Disabilities Act (ADA) 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.
Apply Online:
www.sjgov.org/department/hr
By mail or in person:
San Joaquin County Human Resources
44 N. San Joaquin Street Suite 330
Stockton, CA 95202
Office hours:
Monday – Friday 8:00 am to 5:00 pm; excluding holidays.
Phone: (209) 468-3370
Job Line:
For current employment opportunities please call our 24-hour job line at (209) 468-3377.
When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. (The County assumes no responsibility for mailed applications which are not received by the Human Resources Division).
San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees.
Equal Opportunity Employer: 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 www.sjgov.org/department/hr/eeo.
