EEDD Facilities Coordinator
EEDD - Countywide Promotion
|Approximate Salary||$4,066- $4,943/month|
|Opening Date||4/22/2021 08:00:00 AM|
|Closing Date||5/5/2021 11:59:00 PM|
|Tentative Exam Date||TBA|
The Employment and Economic Development Department (EEDD) is seeking to fill one vacancy in the single-position classification of EEDD Facilities Coordinator. The position coordinates various facility support functions for the department, including: making arrangements for building maintenance and repairs involving electrical, HVAC, plumbing, painting, elevator, landscaping, pest control, housekeeping and/or similar functions; coordinates with third-party contractors for complex maintenance and/or repair activities; coordinates and directs contracted building security services; and supervises storekeeping and records retention activities. This position also supervises one Stock Clerk II. The EEDD Facilities Coordinator will also serve as the lead liaison on behalf of the department in coordinating the upcoming move from Downtown Stockton to North Stockton by September 2021.
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.
· Coordinates with County staff and external vendors/contractors to ensure that EEDD facilities are properly maintained and that needed repairs are performed in a timely manner; monitors HVAC, electrical, building security, painting, landscaping, janitorial and other systems and services; performs minor repairs and maintenance on facilities and equipment as needed; arranges for the more difficult maintenance and repairs as necessary by coordinating with County Facilities Management staff and/or established vendors/contractors.
· Initiates service agreements with new vendors/contractors if established relationships are not in place; coordinates reimbursement processes.
· Conducts on site inspections with vendors/contractors to identify and resolve facility issues; ensures that contracts and agreements are fulfilled appropriately.
· Directs and supervises EEDD storekeeping and routine procurement activities; supervises and coordinates the purchase, shipping, receiving, storing and delivery of office supplies; schedules mail runs; schedules departmental vehicle maintenance and repairs; ensures the appropriate storage, retention and disposal of departmental records and other items as required.
· Receives and responds to facility-related requests submitted by EEDD staff; coordinates and oversees the preparation of meeting rooms, the moving of furniture, the setting up of booths and displays, and a wide variety of other general support activities.
· Provides day-to-day oversight of building security, including contracted security/guard service staff; trains new staff on EEDD security procedures; responds to emergency situations and calls for assistance from law enforcement when needed; monitors security systems to ensure that they are functioning properly; sets up building access for new employees.
· Coordinates the movement of departmental personnel, furniture and other items to different locations; arranges for the construction of employee workstations; arranges for the installation of communication services; monitors department communication needs and coordinates with County Communications when repairs or system changes are required; may use specialized software tools to plan moves and design office spaces.
· Prepares reports and correspondence; tracks costs and expenses for assigned functions; develops and recommends policies and procedures to address issues and/or improve efficiency in assigned areas.
· Maintains departmental fixed asset inventories.
· Selects, assigns, trains, and evaluates assigned clerical and/or support staff; recommends disciplinary action if needed.
· Attends meetings and trainings as required; participates on task forces and committees as assigned.
Note: Supplemental application must be submitted with employment application.
EITHER PATTERN I
Experience: Five years of administrative support experience, including at least one year of technical work emphasizing purchasing, storekeeping, accounting, information technology, or related activities.
OR PATTERN II
Experience: Five years of semi-skilled building maintenance or construction work that included responsibility for HVAC, plumbing, lighting, communications, or related systems, or required the use of carpentry, electrical, painting, plumbing, landscaping or related skills.
OR PATTERN III
Experience: Five years experience performing storekeeping/warehouse experience consisting of researching, ordering, receiving, in a large commercial, industrial or building complex.
Substitution: Completed coursework from an accredited college or university with a major emphasis in construction management, business administration, information technology, electronics, engineering or a related field may substitute for up to four years of experience in any of the above experience patterns, with 30 semester/45 quarter units being considered equivalent to one year of experience.
License: Possession of a valid California driver’s license.
Mobility: frequent walking, standing and sitting; occasional pushing, pulling, bending, squatting, crawling, driving, operating equipment, climbing stairs, working in tight spaces; Lifting: frequent lifting of 5-30 pounds; occasional lifting of 30-70 pounds; occasionally restraining, lifting and/or turning heavy objects; Vision: frequent use of good overall vision, including close up, color and depth perception; frequent use of hand-eye coordination; Dexterity: frequent reaching, grasping, writing, and use of a computer keyboard; occasional use of manual and power hand tools; Hearing/Talking: frequent hearing and talking on the telephone/radio and in person; occasional need to hear faint sounds; occasional exposure to construction and traffic noise; Emotional/Psychological: frequent public contact, decision making; occasional working alone, working with difficult people; Special Requirements: may require working occasional overtime, weekends, evenings, or holidays; Environmental Conditions: work is generally in an office environment but requires occasional exposure to dust, smoke, fumes, poor ventilation, noise and varied weather conditions.
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.
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.
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. Probationary, part-time, or temporary employees who have worked a minimum of 1040 hours in the previous 12 months or previous calendar year.
3. Exempt employees who have worked a minimum of 2,080 continuous and consecutive hours.
C. Have a rating of satisfactory or better on the last performance evaluation.
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 nine months, but may be extended by the Human Resources Director for a longer period which shall not exceed a total of three years for the date esblished.
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.