San Joaquin Count

San Joaquin County is recruiting for a Deputy Director of HSA to join the department’s senior management team. This position is responsible for the oversight of public assistance benefits includingCalWORKs, CalFresh, Medi-Cal, Refugee Cash Assistance, Foster Care, KinshipGuardian Assistance Program, and Adoption Assistance. The Eligibility ServicesBureau includes an Intake Division, Covered California Regional Call Center,and five Continuing Divisions. Each Division contains select units and/orEligibility Workers who also administer and maintain a variety of specialprograms and individuals experiencing special circumstances.

This position is exempt from the San Joaquin County Civil Service system. Appointments to exempt positions are at-will and are not governed by the Civil Service Rules.

Pre-Employment Background, & DOJ Live Scan: P otential new hires into this classificationare required to successfully pass a DOJ Live Scan, and a pre-employmentbackground investigation as a condition of employment. Final appointment cannotbe made unless the eligible has successfully completed the DOJ Live Scan andpre-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. MINIMUM QUALIFICATIONS

DESIRABLE QUALIFICATIONS Depending upon the nature of the bureau assignment, the specific desirable qualifications may vary. Education: Graduation from an accredited college or university with a master’s degree in public or business administration, social work, or a closely-related field. Experience: Five years of managerial experience in a public social service agency organization or program, including two years in a large-scale or highly specialized operation or program. Depending on assignment, specialized experience related to fiscal, income maintenance, children’s social services, adult social services, aging services, or other specialized human services activities may be desirable. REQUIRED QUALIFICATIONS License: Possession of a valid California driver’s license.

KNOWLEDGE

Principles, practices, and methods of administration, organization and management necessary to develop analyze, evaluate and implement administrative policies in a public social services agency; budget development and administration; supervision and training; methods and techniques of providing casework consultation to staff; provisions of governmental codes pertaining to public assistance and other social services; social, political and economic issues influencing area of responsibility; project management and administration; available public and private social service resources; principles of public relations; short- and long-range planning methods; modern office automation technology and software relevant to assigned operations.

ABILITY

Assist with planning, assigning, and directing staff activities of a large, complex public human service agency in a cost-effective manner while ensuring excellent customer service; provide appropriate and effective leadership and management of diverse staff teams, including subordinate managers and supervisors; work collaboratively with staff, other departments, and pertinent stakeholders to achieve successful outcomes; exercise good judgment and make sound managerial decisions; exercise analytical and critical thinking to evaluate complex problems and recommend appropriate solutions; understand, interpret, and apply complex rules and regulations pertaining to assigned operations; analyze and implement program mandates and work within federal, state, or other types of regulatory systems; formulate and present short- and long-range plans; recommend the development and utilization of effective automated systems; prepare and administer annual budgets and financial and statistical records; communicate effectively, both orally and in writing; present findings recommendations and policies before boards, commissions and other groups; establish and maintain effective working relationships with others, including the general public, Human Services Agency staff, advocacy groups, and other departments and agencies both internal and external to San Joaquin County government.

PHYSICAL/MENTAL REQUIREMENTS

Mobility—Frequent operation of a data entry device; sitting for extended periods; walking; occasional standing, pushing, pulling, bending, squatting, climbing stairs; occasional driving; Lifting—frequently 5 pounds or less; Vision— constant good overall vision and reading/close-up work; frequent color perception and use of eye/hand coordination; occasional use of depth perception and peripheral vision; Dexterity—normal dexterity with frequent writing and repetitive motion; Hearing/Talking—frequent hearing of normal speech; hearing/talking on the telephone; talking in person; Special Requirements—may require working weekend/nights; occasional travel; Emotional/Psychological—frequent decision making, concentration, and public contact.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.

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 Plan.The County pays the full premium for all but one Delta Dental Plan (Buy-up), which the employee pays a slightly higher cost.Dependent coverage is available at the employee’s 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 cost.dependent coverage is available at the employee’s expense.

For more detailed information on the County’s benefits program, visit our website atwww.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

Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000. Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.

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 www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County 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. For members of this unit, the County shall make a contribution equal to 2% of the employee’s base salary to the deferred compensation plan.

Vacation: Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years.

Holidays: 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 member’s accumulated vacation with the approval of the County Administrator.

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.

Recruitment Incentives

• a) Reimbursement of moving expenses: Actual documented cost of moving to a maximum of $2,000. 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 candidate’s 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 candidate’s actual unreimbursable sick leave hours from the candidate’s last agency will be a maximum of 160 hours. Such hours shall be subject to San Joaquin County’s minimum sick leave cash out provisions.

Educational Reimbursement Program: The County offers an Educational Reimbursement Program which reimburses the employees up to $850 per fiscal year and up to $1,600 per fiscal year for enrollment in an approved career-related course work. Attorney members assigned to this unit may be reimbursed up to $520 as partial payment of California Bar Association dues, not to exceed actual amount of the dues.

Parking Supplemental Downtown : 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.

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 .