Pharmacy Technician I - Part-time

The Hospital

San Joaquin General Hospital (SJGH), originally established in 1857, is a general acute care facility providing a full range of inpatient services including General Medical/Surgical Care, High-Risk Obstetrics and Neonatal Intensive Care, Pediatrics and Intensive Care. In addition to the 196-bed hospital, the medical campus includes multiple facilities dedicated to comprehensive outpatient services including Primary Care and Specialty Clinics. The Hospital's Ambulatory Care sites, including offices located at French Camp and Stockton provide over 1,340,000 outpatient clinic visits a year.

In addition to providing direct medical services, the hospital is active in providing education for health professionals through post-graduate residency programs in General Surgery, Internal Medicine and Family Practice and has trained over 3,000 physicians since the residency programs were established in 1932. The hospital also participates in clinical affiliation agreements for training programs in a variety of health professions including Registered and Licensed Vocational nurses, Pharmacists, Radiology Technologies, Social Workers and Respiratory Therapists.

This examination is being given to fill one part-time vacancy in San Joaquin General Hospital's Pharmacy Department and to establish a referral pool to fill future part-time 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.

The Pharmacy Technician I positions have rotating shift schedules with a 8 to 10 hour work day (depending upon the shifts). The incumbents will also be required to periodically work the night shift. Schedules will include weekend shifts and possibly holidays.  Incumbents should anticipate being scheduled for two weekends (both days) per month after training is completed.

Pre-Employment Drug Screening and Background: Potential new hires into this classification are required to successfully pass a pre-employment drug screen and background as a condition of employment. Final appointment cannot be made unless the eligible has passed all pre-employment processes. The County pays for the initial drug screen.

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.

Basic pharmacy practices; standards, ethics, laws, and regulations governing the practice of pharmacy; pharmaceutical and medical terms, abbreviations and symbols used in prescribing, dispensing and stocking medications; drug identification, dosage, and storage requirements; procedures and techniques of drug packaging and labeling.

Read, understand and follow oral and written instructions; perform metric and apothecary calculations required for common dosage determination; work rapidly and accurately; set up, operate and maintain pharmaceutical equipment; utilize advanced office equipment and computers; establish and maintain effective working relationships with others.

Mobility-Operation of a data entry device; ability to stand or sit for long periods, move about an indoor area, reach above and below bench level; Dexterity-Handle individual papers; count individual pills; write and take notes; Lifting/Pushing/Pulling-Regular lifting of up to 25 pounds; pushing carts; Visual Requirements-Ability to read case files and computer screens; 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; Hearing/Talking-Ability to hear normal speech, hear on the telephone, talk in person, and talk on the telephone; Emotional/Psychological Factors-Frequent public contact; ability to make decisions and concentrate; Special Requirements-May require working nights, weekends, and overtime; Environmental-Occasional exposure to varied weather conditions.

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.

Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021. 

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 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/Employee 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 

Employee may purchase additional term life insurance 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 Law 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.

Holidays:  Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year.  Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time.

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.

Job Sharing:  Employees 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 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.

Applicants for part-time and temporary recruitments who meet the minimum qualifications are either referred to the hiring department for further selection or they may be required to take a written examination.  If a written examination is given, the top candidates may be referred to the hiring department for further selection.

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. 

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, grandparent, grandchild 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 Heads 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.