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Manager of Sterile Processing Services

Recruitment #0123-RM0860-AC


The Manager of Sterile Processing Services is responsible for managing and supervising day-to-day sterile processing activities while working closely with operating room staff, Nursing Administration, other hospital managers, and outside vendors to develop and implement policies and procedures, ensures quality services, and maintain required standards. General direction is received from the Director of Perioperative Services.

This examination is being given to fill one full time vacancy in the Perioperative 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.

All units represented by SJCMA, including Manager of Sterile Processing Services, will receive salary increases based on the following schedule for a total of 12% through July of 2025:
July of 2023

5% Salary Increase

July of 2024

4% Salary Increase

July of 2025

3% Salary Increase

Pre-Employment Drug Screening and Background: Potential new hires into this classification are required to successfully pass a pre-employment drug screen and a background investigation as a condition of employment. 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.

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.


  • Plans, organizes, coordinates, staffs and directs the administrative and technical work of the Sterile Processing Department; develops workload and productivity standards; ensures that departmental work is performed in a manner that appropriately serves clients and maintains positive guest relations.
  • Develops, interprets, and implements departmental goals, policies and procedures to ensure the efficiency and effectiveness of departmental facilities, services and personnel; oversees the preparation and maintenance of department policy and procedure manuals. 
  • Develops, oversees and supervises departmental infection control, quality control and quality improvement programs and staff; ensures their compliance with State, The Joint Commission (TJC) and other regulations; monitors work in progress as well as completed work to ensure process and service quality; develops and authorizes action plans when needed for improvement; responds to complaints and seeks appropriate remedies.
  • Confers with Hospital managers, directors, and others regarding departmental activities; responds to and resolves service issues; identifies opportunities for service expansion and/or improvement.
  • Assists physicians, managers and others with meeting equipment/supply needs; researches and locates special products needed for unusual situations; communicates and coordinates with outside vendors and others to analyze the cost/benefit of purchasing or borrowing products or equipment; helps surgical and other staff evaluate new procedures; ensures that Food and Drug Administration and other product approvals are in place; trains staff on product use as necessary; establishes and maintains procedures for stock rotation and inventory control.
  • Assists in the preparation of the departmental budget; monitors, evaluates and authorizes expenditures; assists in the procurement of surgical equipment, tools, implements, supplies and services; monitors department expenditures; plans and estimates future department costs including capital expenditures; justifies requests for equipment and personnel.
  • Ensures appropriate departmental staffing; selects, assigns, trains, directs and evaluates subordinate staff; takes appropriate action on disciplinary matters; verifies and monitors staff proficiency; identifies staff development needs and oversees training and education activities as required.
  • Collaborates with perioperative educator to develop and maintain competencies for staff as well as new hire training programs and student externship experiences. Ensure that training, documentation and competencies meet the requirements for accreditation agencies.
  • Manages, and is accountable for, the replenishment, distribution and maintenance of sterile processing equipment and supplies; ensures proper equipment function as well as timely and preventative maintenance of equipment; establishes maintenance and replacement schedules; monitors and assures the proper use of chemicals and personal safety equipment; develops accident prevention, emergency and disaster plans; may recommend facility improvements or assist with planning new facility construction.
  • Collaborates with distribution on supply inventory and replenishment needs for surgical supplies and implants. Maintains adequate supply of products and collaborates with Materials Management on recalls, outdates, back orders, and substitutes.
  • Ensures effective and appropriate utilization of materiel management/surgical management information systems as well as related administrative tools to support department operations; collects and maintains accurate data; oversees the preparation and maintenance of records and reports; ensures that the communication of confidential patient information is done appropriately.
  • May represent the Sterile Processing Department to individuals and groups; attends meetings and conferences; participates on committees as assigned.


Education:  Graduation from an accredited four year college or university with major in business administration, public administration, biological science, nursing, or a related field. 

Experience:  Three years supervising sterile processing, operating room, or surgical nursing staff, preferably in an acute care hospital.

Substitutions:  1) Master’s degree in one of the above educational areas may substitute for one year of the required experience; OR 2) certification in sterile processing/central service techniques issued by the Certification Board for Sterile Processing and Distribution (CBSPD), the California Central Service Association (CCSA) or an agency otherwise acceptable to the County may substitute for one year of the required experience; OR 3) additional qualifying supervisory experience may substitute for the required education on a year for year basis to a maximum of two years.


Principles and practices of management including planning, personnel administration, organizational structure, budgeting and fiscal administration; general hospital practices and procedures; typical supplies and equipment used in acute care hospitals; advanced principles, methods, materials, techniques, terminology, standards and accreditation requirements related to hospital surgical processes and the procurement, storage, decontamination and sterilization of patient care equipment and supplies;, sterile processing and materiel management information and reporting systems.


Plan, organize and manage the administrative and technical activities of a hospital sterile processing unit; supervise staff who store, distribute, clean, sterilize and/or assemble medical supplies and equipment; administer various business-related aspects of a hospital sterile processing unit including personnel, budgeting, procurement, establish and maintain effective working relationships with physicians, nurses, hospital staff, vendors and others; work with complex equipment and utilize computer technology to maximize the efficiency and quality of services and products; interpret data and draw logical conclusions; issue oral and written directives of a technical nature; communicate effectively, orally and in writing; maintain excellent customer service.


Mobility – Frequent sitting for long periods of time while operating a keyboard; occasional standing and walking for prolonged periods of time; occasional bending, stooping, and reaching overhead; Lifting – Occasionally lifting of  25 pounds or less; may occasionally push case carts weighing up to 100 pounds; Vision – Constant use of overall visual capabilities; frequent need for color perception, hand/eye coordination, reading and/or close up work; Dexterity – Frequent holding, grasping, repetitive motion and writing; Hearing/Talking – Constant hearing and talking of normal speech in person and on the telephone; Emotional/Psychological – Constant concentration and decision making; occasional exposure to emergency situations, trauma, grief or death; occasional working alone; Special Requirements -- May require working weekends/nights; Environmental Conditions – Frequent exposure to noise; occasional risk of exposure to hazardous materials, dirt dust, smoke, fumes, poor ventilation and indoor cold/heat.

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.


Health Insurance:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of three medical 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 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 up to a maximum of $200,000 at the group rate.  Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

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 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.  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.

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.

Note: County employees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.


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.
  • Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department.

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.



Apply Online:

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

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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