Departmental Personnel Analyst

Introduction

This examination is being given to fill 1 vacancy in the Behavioral Health Services 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.

Pre-Employment Drug Screening : Potential new hires into this classification are required to successfully passa pre-employment drug screen as a condition of employment. Final appointmentcannot be made unless the eligible has passed the drug screen. The Countypays for the initial drug screen.

Departmental Personnel Analyst BHS by Employment Services Team

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.

TYPICAL DUTIES

Coordinates a wide range of personnel-related administrative / analytical activities for a County department; assists department staff in understanding and implementing personnel-related policies and procedures.

Serves as a liaison to County Human Resources staff in areas such as recruitment testing / certification classification salary development labor relations and staff development; helps assure that department personnel activities in these areas adhere to County policy.

Reviews and analyzes departmental policies procedures and organization pertaining to personnel services; recommends policy / procedure / organizational changes for management approval as appropriate.

Advises department supervisors and managers regarding personnel matters including disciplinary and labor relations issues as appropriate; helps investigate complaints and grievances on behalf of management; works with County Human Resources Director County EEO Officer and Labor Relations staff on such matters as required.

Helps conduct surveys and collect data; responds to surveys and inquiries from outside agencies; gathers information for classification or other studies; helps distribute / collect forms to / from employees; prepares comprehensive narrative and statistical reports; responds to a variety of correspondence.

May participate in oral examination panels or interview sessions; may participate in and / or coordinate departmental employee training activities; may help monitor department grant and contract activities; may supervise the maintenance and processing of personnel and payroll records.

Attends conferences and meetings including those called by the County Human Resources Director regarding county-wide human resources issues policies and procedures as requested; may lead and / or participate on committees and task forces; may supervise subordinate staff.

MINIMUM QUALIFICATIONS

Education : Graduation from an accredited college or university with major coursework in public or business administration personnel management or a closely related field.

Experience : Two (2) years of professional personnel or personnel-related administrative / analytical work.

Substitution : Additional qualifying personnel experience may substitute for the education on a year-for-year basis to a maximum of two (2) years.

KNOWLEDGE

The principles practices methods and techniques of public administration; statistical techniques; principles and practices of supervision; language mechanics report writing and research methods; federal and state employment regulations and guidelines.

ABILITY

Perform technical public personnel work; gather and analyze data and prepare comprehensive reports; understand and interpret difficult regulations and technical information; express oneself clearly and concisely both orally and in writing; establish and maintain effective working relationships with other employees departmental representatives and the public.

PHYSICAL / MENTAL REQUIREMENTS

Mobility-Constant operation of keyboards; frequent sitting for long periods of time frequent standing and walking; occasional pushing pulling bending squatting and crawling; frequent driving; Lifting-Frequently 30 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; occasional grasping holding reaching; Hearing / Talking-Frequent talking / hearing in person in large meetings and on the telephone; must be sufficient to enable taking accurate detailed notes at meetings; Emotional / Psychological-Frequent decision making and constant concentration; frequent public contact and working alone; occasional working nights weekends 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.

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 Equal Employment Opportunity Division ().

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.

BENEFITS

Health Insurance : San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option offour medical plans : a Kaiser HMO plan a Sutter Health Plus HMO plan and two self-funded PPO plans called theSelect Plan and 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 offour dental plans : Three through Delta Dental and one through United Health Care-Select Managed Care Direct Compensation County pays the full premium for all but one Delta Dental Plan (Buy-up) which the employee pays a slightly higher coverage is available at the employees expense.

Vision Insurance : The County provides two vision plan optionsthrough Vision Service Plan (VSP). There is no cost for the base plan atemployee only coverage. The buy-up plan option has a slightly higher coverage is available at the employees expense.

For more detailed information on the Countys benefits program visit our website at 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 : $1000

3 but less than 5 years of continuous service : $3000

5 but less than 10 years of continuous service : $5000

10 years of continuous service or more : $10000

Employees may purchase additional term life insurance up to a maximum of $200000 at the group employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75000.

Section 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 and dependent care costs. Annual limits are set by the IRS and may change each year.

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 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 $22500 or 100% of your includible compensation whichever is less. Individuals age 50 or older may contribute to their plan up to $30000. The Roth IRA (after tax) is also now available. For members of this unit the County shall make a contribution equal to 1% of the employees base salary to the deferred compensation plan.

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 : 14 paid holidays per year.

Vacation Cash-Out : Members shall have the option of purchasing up to eight 8-hour days vacation time once each calendar year from the members accumulated vacation with the approval of the County Administrator.

Confidential Unit Supplement : : Members of this unit shall receive a supplement of 10% of base salary.

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 employees 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.

Job Sharing : Employees may agree to job-share a position subject to approval by a Department Head and the Director of Human Resources.

Recruitment Incentives : Upon the request of the Department Head and with the approval of the County Administrator or his designee the following recruitment incentives may be provided :

(a) Reimbursement of moving expenses : Actual documented cost of moving to a maximum of $2000. Costs may include moving expenses interim housing and travel expenses related to the move for the candidate and his / her family. Any approved reimbursement shall be made contingent upon employment in two incremental payments : the first payment after six months of service the second after twelve months of service.

(b) Vacation Accrual Rate : The San Joaquin County vacation accrual rate consistent with the candidates total years of public service.

(c) Sick Leave : If the candidate is leaving other employment to accept the San Joaquin County position credit of the candidates actual unreimbursable sick leave hours from the candidates last agency will be a maximum of 160 hours. Such hours shall be subject to San Joaquin Countys minimum sick leave cash out options.

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 childrens school activities.

Note : County employees who currently receive a cafeteria plan allowance and subsequently transfer demote or promote from or into the confidential unit shall have the option to either retain their existing cafeteria plan contribution amount or have a one-time option at time of hire of opting for the 10% unrepresented supplement in lieu of retaining their cafeteria allowance.

Selection Plan

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 candidates 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 candidates 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 candidates 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 prior to the examination date.

Veterans 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 veterans 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.

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;

They are related to the Appointing Authority or

The employment would result in one of them supervising the work of the other.

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.

HOW TO APPLY

Apply Online : 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 : Job Line :

For currentemployment opportunitiesplease callour 24-hour job line at .

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 Experience :

IC

Key Skills

Cost Accounting,Machine Shop,Bilingual,ABAP,BIM,Bpel

Employment Type : Full Time

Experience : years

Vacancy : 1