Assistant Agricultural Commissioner/Sealer
Agricultural Commissioner's Office
|Approximate Salary||$96,642- $117,468 annual base salary|
|Opening Date||6/14/2021 08:00:00 AM|
|Closing Date||8/6/2021 11:59:00 PM|
The San Joaquin County Agricultural Commissioner's Office is recruiting for the Assistant Agricultural Commissioner/Sealer position. The department is seeking a candidate who is a well-rounded leader who motivates staff and supports their professional development. The Assistant Agricultural Commissioner/Sealer helps to ensure compliance with all applicable laws and regulations, as well as the policies established by the Agricultural Commissioner/Sealer, the County Administrator, and the Board of Supervisors. The incumbent is expected to model a strong work ethic and leadership skills, including accountability for oneself and others.
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.
This specification is a general guideline for the class. The statements below are not restrictive and the responsibilities and duties assigned to a position in this class may expand beyond those identified in the specification.
Assists in planning, organizing and directing the activities, functions, budgets, and programs within the Agricultural Commissioner’s Office; develops and recommends operational objectives; directs operations to maximize efficiency, improve service levels, reduce administrative and service provision costs, and ensure effective utilization of available resources; exercise good judgment and makes sound business decisions in managing assigned activities; provides strategic leadership through communication, demonstration, and accomplishment of the organizational mission, vision and values.
Recommends, implements and revises work systems and procedures; recommends standards of performance; advises department staff on more difficult or complex problems; may assist staff with, or participate in, the most difficult activities such as criminal prosecutions and hearings.
Assists with the development and implementation of quality control and quality improvement programs and initiatives; analyzes and monitors performance indicators and ensures that assigned operations meet established standards; recommends process improvements to ensure operational effectiveness and superior customer service.
Directs the activities of assigned staff through subordinate managers and supervisors; selects staff and evaluates performance; reviews and takes action on disciplinary matters; directs staff training and development.
Assists with the establishment of departmental policies and procedures; ensures that assigned operations are in compliance with established policies, procedures, rules and regulations; analyzes and interprets existing and proposed federal, state, and local legislation, policies, procedures and other directives to determine impact on operations;
Directs or assists with the preparation, presentation, and administration of departmental budgets; analyzes fiscal information and recommends cost-efficiency options; develops and recommends budgetary controls.
Designs grant projects, writes grant proposals, and implements and monitors grant projects.
Assists with the effective development and utilization of technology to improve departmental systems and processes.
Analyzes and summarizes complex narrative information and statistical data; prepares or supervises the preparation of reports, records, and correspondence for department and/or county management, as well as for federal, state, or other external agencies; prepares Board of Supervisors’ reports and related documents; makes presentations to groups and individuals, including boards and commissions.
Develops and maintains cooperative and collaborative working relationships and may represent the Agricultural Commissioner’s Office to federal, state, and county officials, other counties, community groups, and the public; meets and confers with various agents to negotiate effective solutions to difficult problems; coordinates the provision of departmental services as assigned.
Attends meetings and conferences; participates on committees and task forces pertaining to issues germane to the department; acts in the absence of the Agricultural Commissioner/Sealer.
Education: Graduation from an accredited college or university with a master’s degree in agriculture or a related biological science.
Experience: Five years of management experience in certificated agricultural inspection, weights and measures inspection, or related public sector enforcement work at a level equivalent to Deputy Agricultural Commissioner or Deputy Sealer of Weights and Measures in San Joaquin County.
License: Possession of a valid California driver’s license.
Special Requirements: At the time of application, must possess valid licenses as both a Deputy County Agricultural Commissioner and a Deputy County Sealer of Weights and Measures issued by the California Department of Food and Agriculture, AND must possess either a valid license as a County Agricultural Commissioner or a County Sealer of Weights and Measures issued by the California Department of Food and Agriculture. Within 36 months of appointment, must possess valid licenses as both a County Agricultural Commissioner and a County Sealer of Weights and Measures, and must maintain such licenses thereafter.
Principles and effective practices of public administration, including organization, fiscal management, personnel management, and staff supervision; principles, practices, procedures, organization, and operation of a county agricultural inspection and weights and measures department; budget preparation and implementation; principles and techniques of entomology, plant pathology and horticulture; principles and techniques of weights and measures technology; applicable local, state and federal laws and regulations pertaining to agriculture and weights and measures; resources available for the investigation, determination, and resolution of agricultural problems; short- and long-range planning methods; project management; customer service; modern office automation technology and software relevant to department operations.
Assist with planning, assigning and directing the staff and activities of complex agricultural and weights and measures programs in a cost-effective manner while ensuring excellent customer service; provide appropriate and effective leadership and management of diverse staff teams, including subordinate managers and supervisors; work collaboratively with staff, other departments and pertinent stakeholders to achieve successful outcomes; exercise good judgment and make sound managerial decisions; exercise analytical and critical thinking to evaluate complex problems and recommend appropriate solutions; understand, interpret and apply complex rules and regulations pertaining to assigned operations; analyze and implement program mandates and work within federal, state, or other types of regulatory systems; formulate and present short- and long-range plans; recommend the development and utilization of effective automated systems; prepare and administer annual budgets and financial and statistical records; communicate effectively, both orally and in writing; establish and maintain effective working relationships with others, including the general public, department staff, advocacy groups, and other departments and agencies both internal and external to San Joaquin County government.
Mobility—operation of a data entry device; repetitive motion; sitting, standing, walking for extended periods of time; driving; occasional pushing, pulling, bending, squatting, climbing; Lifting—frequently 5 pounds or less; occasionally 5 to 30 pounds; Visual—constant good overall vision and reading/close-up work; read computer screens; frequent color perception and use of eye/hand coordination; occasional use of depth perception and peripheral vision; Dexterity—reaching; grasping; repetitive motion; writing; Hearing/Talking—frequent hearing of normal speech, hearing/talking on the telephone, talking in person; Emotional/Psychological—frequent decision-making, concentration, and public contact; public speaking; deal with emergency situations; occasional exposure to trauma, grief, death; heights; occasional exposure to hazardous materials; Special Requirements—may require working weekends and nights; working alone; Environmental—working in varied weather conditions; poor ventilation.
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.
Cafeteria Plan Benefits: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of four medical plans, four dental plans, two vision plans, life insurance, Flexible Benefits (Section 125) Plan, and a Deferred Compensation Plan. A Cafeteria Plan is offered with a cafeteria allowance to the employee in the amount of $923.96/bi-weekly ($2,001.91 per month, $24,022.96 annually), which can cover or partially offset premiums or contributions. Any amount not used for purchasing benefits is included as income. The total cafeteria payment is included when calculating retirement contributions and benefits. For 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
Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000. Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.
Section 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 and dependent care costs. Annual limits are set by the IRS and may change each year.
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 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. For members of this unit, the County shall make a contribution equal to 2% of the employee’s base salary to the deferred compensation plan.
Vacation: Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years.
Holidays: 14 paid holidays per year.
Vacation Cash-Out: Members shall have the option of purchasing up to eight 8-hour days vacation time once each calendar year from the member’s accumulated vacation with the approval of the County Administrator.
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.
Recruitment Incentives: Upon the request of the Department Head and with the approval of the County Administrator or his designee, the following recruitment incentives may be provided:
a) Reimbursement of moving expenses: Actual documented cost of
moving to a maximum of $2,000. Costs may include moving
expenses, interim housing, and travel expenses related to the move
for the candidate and his/her family. Any approved reimbursement
shall be made contingent upon employment, in two incremental
payments: the first payment after six months of service, the second
after twelve months of service.
b) Vacation Accrual Rate: The San Joaquin County vacation accrual
rate consistent with the candidate’s total years of public service.
c) Sick Leave: If the candidate is leaving other employment to accept
the San Joaquin County position, credit of the candidate’s actual
unreimbursable sick leave hours from the candidate’s last agency
will be a maximum of 160 hours. Such hours shall be subject to San
Joaquin County’s minimum sick leave cash out provisions.
Educational Reimbursement Program: The County offers an Educational Reimbursement Program which reimburses the employees up to $850 per fiscal year and up to $1,600 per fiscal year for enrollment in an approved career-related course work. Attorney members assigned to this unit may be reimbursed up to $520 as partial payment of California Bar Association dues, not to exceed actual amount of the dues.
Parking Supplemental Downtown: 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.
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.