District Attorney Investigator III
|Approximate Salary||$7,446 - $9,053/month|
|Opening Date||8/6/2018 08:00:00 AM|
|Closing Date||8/17/2018 11:59:00 PM|
This department promotional examination is being given to fill one vacancy in the District Attorney's Office and to establish an eligible list which may be used to fill future vacancies.
To qualify, applicants must currently be employed by the San Joaquin County District Attorney's Office and meet all promotional eligibility requirements.
Resumes will not be accepted in lieu of an application. A completed application, including an Employment Application and Supplemental Questionnaire, along with a copy of an Advanced P.O.S.T. Certificate, 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.
PLEASE NOTE: This is a departmental promotion. Qualified applicants must currently be employed with the San Joaquin County District Attorney's Office and meet the promotional eligibility requirements as stated in Civil Service Rule 10, Section 3-Eligibility for Promotional Examinations.
Experience: Two years of experience as a District Attorney Investigator II in
Experience: Three years of experience as a peace officer performing felony investigations in an investigative unit of a public law enforcement agency.
License: Possession of an Advanced P.O.S.T. Certificate including or supplemented by successful completion of approved courses in Powers of Arrest and use of firearms in accordance with Penal code Section 832. Such courses must have been approved by the California Commission on Peace Officers Standards.
Certificate: Possession of an Advanced P.O.S.T. Certificate including or supplemented by successful completion of approved courses in Powers of Arrest and use of firearms in accordance with Penal code Section 832. Such courses must have been approved by the California Commission on Peace Officers Standards.
Techniques, methods and procedures used in crime detection and criminal investigation rules of evidence, arrest and court procedures; interviewing techniques and procedures; civil and criminal laws and ordinances in effect in the County; techniques of securing, evaluating, and preparing evidence and exhibits for trial; search and seizure; service of legal papers; legal rights of citizens; firearms safety.
Supervise the work of subordinates; keep records and prepare, review and evaluate comprehensive reports; interpret and apply applicable legal provisions; gather, assemble, analyze, and evaluate facts and evidence; obtain information through interviews, interrogations and observations; draw logical conclusions and make proper recommendations; express oneself clearly and concisely, both orally and in writing; establish and maintain effective working relationships with other investigators, law enforcement officials, the public and others.
Cafeteria Plan Benefits: San Joaquin County provides a comprehensive benefits package to its employees. The benefits include the option of three medical plans, two dental plans, a vision plan, life insurance, Flexible Benefits (125) Plan, and Deferred Compensation Plan. A Cafeteria Plan is offered with a cafeteria allowance in the amount of $871.81/bi-weekly ($1,888.92 per month, $22,667.06 annually), which can cover or partially offset premiums or contributions. Any amount not used for purchasing benefits is included as income. The total cafeteria payment is included when calculating retirement contributions and benefits.
Health Insurance: San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is available for all plans.
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
Regular employees in this unit shall be provided with a County-paid term life insurance policy with a face value equal to 100% of the employee's annual salary rounded to the nearest $1,000, up to $50,000.
Employees may purchase additional term life insurance to a maximum of $200,000 at the group rate.
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 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 $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. 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: 14 paid 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 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.
P.O.S.T. Pay: Employees in this unit possessing an Advance POST certificate shall receive additional compensation of 10% of base pay bi-weekly. Employees in this unit possessing a Supervisory POST certificate shall continue to receive an additional compensation of 1% base pay bi-weekly. Employees in this unit possessing a Supervisory POST certificate and have 15 or more years of County service shall receive an additional 1.5% base pay bi-weekly for a total of 2.5%. Employees in this unit possessing a Supervisory POST certificate and have 24 years or more of County service shall receive an additional 1% base pay bi-weekly for a total of 3.5%. Employees in this unit possessing a Management POST certificate and have 24 or more years of County service shall receive an additional 1.5% base pay bi-weekly.
Pre-Employment Physical Exam: If required, will be conducted at Dameron Hospital at no cost to the employee.
Uniform Allowance: Employees in this unit shall receive a lump sum payment of $400 to offset purchase of new uniforms due to the change in Department uniforms. Employees in this unit shall receive a lump sum uniform allowance of $1100 on or about the payday nearest December 1, 2008. Employees in this unit shall receive a lump sum uniform allowance of $1200 on or about the payday nearest December 1, 2009 and on or about the payday nearest December 1 each year after.
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 $17 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.
Civil Service Rule 10 – Section 3 – Eligibility for Promotional Examinations
To compete in a promotional examination, an employee must:
A. Meet the minimum qualifications of the class on or before the final filing date for filing applications.
B. Meet one of the following qualifying service requirements:
1. Have permanent status in the Classified Service.
2. If a probationary employee in Classified Service, must have served twelve (12) continuous and consecutive months immediately prior to the final filing date. Qualifying service under this rule may have been in either the Classified service or in any combination of Classified Service and service under a public employment program.
3. Public employment program employees who have served at least twelve (12) continuous and consecutive months immediately prior to the final filing date are eligible to compete in promotional examinations for entry level classes or a class equivalent to their current public employment class. For the purpose if this rule, an entry level class is defined as the lowest class in each class series excluding classes designated as trainee classes in the class title.
4. Employees in the Classified Service who have six (6) continuous months’ service in trainee classes or entry level classes, as defined above, shall be eligible for promotional examinations to the next higher class in that same series.
5. Temporary, contract, or exempt employees who have at least six (6) months of full-time service with the County within the last twenty-four (24) months and are currently employed with the County immediately prior to the final filing date are eligible to compete in promotional exams for entry level or trainee classes.
6. Contract or exempt incumbents of positions which are converted to classified service are eligible to compete in promotional exams for the classes of positions which they occupy if they have served 2080 continuous and consecutive payroll hours (equivalent to one (1) year) in the same or related classes of positions as the promotional class immediately prior to the final filing date.
7. A Part-time employee who is actively employed (on payroll) and who has worked 2080 continuous and consecutive hours in a class that is above entry level may compete in promotional recruitment for that classification.
C. Have a rating of satisfactory or better on the last performance evaluation, if applicable.
D. If a person whose name is on a promotional list is separated (except for layoff) the name shall be removed from the promotional list of the action.
Employees who meet the minimum qualifications will go through one of 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.
Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for one year, but may be extended up to two additional years by the Civil Service Commission.
Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods.
- Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination.
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.
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.
HOW TO APPLY
By mail or in person:
San Joaquin County Human Resources
44 N. San Joaquin Street Suite 330
Stockton, CA 95202
Monday – Friday 8:00 am to 5:00 pm; excluding holidays.
Phone: (209) 468-3370
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.