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Child Support Attorney I

Department of Child Support Services

Recruitment #0121-RL2001-01

Introduction

This examination is being given to fill two vacancies in the Department of Child Support Services and and to establish an eligible list which may be used to fill future vacancies.

Pre-Employment Drug Screening and Background:  Potential new hires into this classification are required to successfully pass a pre-employment drug screen and undergo a background investigation which includes fingerprinting, a criminal history screening and citizenship/residency validation as a condition of employment. Employees must also undergo reinvestigation at least every ten years. Final appointment cannot be made unless the eligible has passed the drug screen and successfully completed the background process.  The County pays for the initial drug screen.

The Department of Child Support Services (DCSS) serves the public by working with parents-custodial and noncustodial - and legally acknowledged guardians to ensure children and families receive court ordered financial and medical support.  DCSS also serves the taxpayers by working with families to become self-sufficient and recovering government benefits. DCSS is committed to provide family-centered services. 

The department's mission statement is "Partnering with parents to develop cooperative family relationships and shared responsibilities."

For more information about DCSS, please click on the following link:              

                        Department of Child Support Services  

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.

 

TYPICAL DUTIES

  • Investigates, researches, and prepares child support cases for civil litigation and enforcement or criminal prosecution; prepares and handles appeals of child support civil and criminal cases.
  • Presents evidence in preliminary hearings in some felony child support enforcement matters; prepares trial briefs and checks questions of law
  • Presents and litigates or prosecutes child support cases in the Superior and Municipal Courts; presents opening statements, interrogates and cross examines witnesses; argues points of law, and makes final arguments or summations.
  • Conducts interviews to obtain or give information; interviews and advises law enforcement officers and the public in regard to the issuance of routine child support establishment complaints, enforcement actions and complaints; advises family support officers and interviewers on questions of law and procedure in particular cases.
  • Negotiates with attorneys regarding the disposition of civil actions or modification of charges in specific cases; does legal research in specific areas of civil, family and criminal law; analyzes legal issues in pending cases.
  • Prepares correspondence and reports; reviews progress and development of cases with supervisory deputies; processes child support complaints and claims for County Department of Child Support Services.
  • MINIMUM QUALIFICATIONS

    License/Certificate:  Active membership in the State Bar of California. Possession of a valid California Driver's License will be required for most positions in this class.

    KNOWLEDGE

    Principles of criminal and civil law and their application; rules of evidence and the conduct of court proceedings; the laws of California; legal research methods; preparation of briefs and opinions.

    ABILITY

    Analyze legal principles and precedents and to apply them to complex factual legal problems; present arguments and statements of fact and laws clearly and logically in written and oral form; draft opinions, pleadings and briefs; learn to exercise independent judgment, discretion, and initiative concerning their assignments; perform legal research; work cooperatively with others. 

    Special Requirement:  Must be able to pass an extensive background check.

    PHYSICAL/MENTAL REQUIREMENTS

    Mobility-Frequent operation of computers; repetitive motion; sitting for extended periods; walking; occasional driving may be required; Lifting-Frequently 5 pounds or less; occasionally 5 to 30 pounds; 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 motions; Hearing/Talking-Frequent hearing and talking on the telephone and in person; Emotional/Psychological-Frequent decision making, concentration and public contact; occasional exposure to grief; Special Requirements-Some assignments may require working weekends, nights, and/or occasional overtime.

    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.

    Accomodations 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 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
     

    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 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 $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: 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 – not carried beyond the end of the 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 the 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. 

    Bilingual Pay:  Employees in the Attorney unit who are designated by the appointing authority and approved by the County Administrator and who have passed a bilingual proficiency examination administered by the Human Resources Division and have otherwise qualified for bilingual compensation shall receive additional compensation of $0.41 per hour. 

    Job Sharing:  Any regular, permanent full-time employee may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. 

    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 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.

    Selection Procedures

    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.

    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:       

    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.




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    San Joaquin County
    Human Resources Division  Stockton, CA 95202
    E-mail | Phone: (209) 468-3370 | 8am - 5pm M-F | Powered by JobAps