Sheriffs Materiel Specialist III

Sheriffs Materiel Specialist III by Employment Services Team

• Selects, trains, directs, schedules and disciplines staff in one or more materiel management areas; supervises and evaluates the work of subordinate staff; requests, assigns, directs, and monitors inmate workers as needed.

• Helps develop and recommend policies and procedures for the acquisition, receipt, accountability, storage and distribution of services, supplies and equipment; helps develop and implement working procedures to ensure efficiency of operations; helps develop and maintain vendor relationships.

• Supervises activities related to the receipt, storage, issue and delivery of supplies and equipment; supervises the filling of orders and requisitions; assures that goods are not missing or damaged, quantity/quality/storage specifications are met, and materiel is used before expiration dates or deadlines; develops storage methods and allocates storage space.

• Maintains complex computerized inventory records and assures that stock levels are appropriate; posts records of items received and issued; prepares purchase orders, requisitions and other forms as assigned; obtains purchasing information from catalogs and manuals.

• Supervises the research of complaints regarding quantity/quality of goods received or lost items; assists with special projects; prepares reports; may attend meetings or participate on committees; may use County vehicles, heavy equipment, and/or power tools to perform assignments.

Principles and practices of employee supervision; methods and procedures used in receiving, storing, packing and issuing supplies; usual forms, methods and practices of a stores unit in a governmental or commercial organization; basic mathematics and computer use; procedures used in maintaining inventory records, including computerized inventory systems; safe methods of lifting heavy objects and performing manual tasks.

Supervise, review and evaluate the work of subordinates; assign, direct and monitor inmate laborers; read and understand technical job-related material; maintain complex inventory systems, including computerized databases; establish and maintain effective working relationships with others.

Mobility-Frequent operation of keyboards, sitting for long periods, standing for long periods, walking; occasional pushing, pulling, bending, squatting, driving, operating heavy equipment, climbing ladders and/or stairs, crawling;  Lifting-Frequently 5 pounds or less; occasionally 5-70+ pounds and restraining/lifting/turning of heavy objects; Vision-Good overall vision required including frequent use of color perception, hand/eye coordination, depth perception, peripheral vision; frequent reading/close up work; Dexterity-Frequent holding, reaching, grasping, repetitive motion, writing;  Hearing/Talking-Frequent hearing of normal speech, hearing on the telephone/radio, hearing faint sounds, talking in person and talking on the telephone; Emotional/Psychological-Frequent concentration, public contact, decision making; occasional working alone, emergency situations, exposure to trauma/grief/death, heights, hazardous materials, working weekends/nights, overtime/travel;  Special Conditions-Frequent exposure to varied indoor temperatures and conditions including dust, dirt, smoke, fumes, and poor ventilation; occasional exposure to outdoor weather, temperatures/conditions and noise.

San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

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 qualifying 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 $20 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 who meet the minimum qualifications will go through the following examination process:

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.