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Deputy Auditor-Controller II - Confidential

Auditor-Controller

Recruitment #1121-RB4102-SR

Introduction


About the Department:
The Auditor-Controller’s Office provides accounting, budgeting, financial services, and internal controls for the County and the public.  The Auditor-Controller’s Office works to protect and conserve the County’s resources while serving the public interest, honoring the public trust, and demonstrating a commitment to professionalism.  We strive to maintain a work environment, which encourages independent, self-directed employees to work toward fulfilling their job responsibilities in creative ways. The Auditor-Controller has a team of 34 staff working effectively as a cohesive team across four divisions: Payroll, Audit, Tax and General Accounting.

Recruitment Details:
The San Joaquin County Auditor Controller's Officer is looking to fill one vacancy for Deputy Auditor Controller II position and to establish an eligible list which may be used to fill future vacancies. 

The Position:
The newly selected Deputy Auditor Controller II will providing professional level accounting and auditing support to the Chief Deputy Auditor Controller assigned to the payroll division.  The ideal candidate possesses experience in a payroll unit utilizing an HRMS Payroll system and will play an integral role in reviewing and updating County-Wide Payroll polices and procedures.

The Payroll Division is responsible for making timely, accurate, and efficient payment of payroll and related benefits to approximately 8,000 employees every two weeks.  Payroll processing requires timely preparation and filing of payroll taxes, accounting and reporting of benefits and deductions, as outlined in the complex Memoranda of Understanding (MOU) for over a dozen labor bargaining groups.  To accomplish its mission, this Division develops policies, procedures, and trainings to assure the County complies with IRS employment tax laws, Fair Labor Standards Act, and all other applicable labor laws. The Division consists of payroll professionals who collaborate regularly with Human Resources, retirement (SJCERA), and other departments to meet payroll processing objectives.  County payroll is processed using PeopleSoft enterprise software, including employee self-service and time capture applications.


This position is considered as confidential.  The selected employee hired into this position will receive a pay supplement of 10% of the base salary in accordance with Resolution R-11-414.

Location:
44 North San Joaquin Street
Fifth Floor, Suite 550
Stockton, CA 95202

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.

TYPICAL DUTIES

  • Performs complex professional accounting and/or auditing work in accordance with prescribed standards and systems, performing the tasks necessary to meet all deadlines and information requirements of the department.
  • May participate fully as a member of an internal audit team; with guidance, may independently audit small departments; helps define scope and goals of proposed audit; helps design audit plans; researches specific statutes and regulations pertaining to department being audited; perform detailed analyses of departmental financial operations utilizing standard auditing procedures; helps identify problems and recommend solutions to Chief Deputy Auditor-Controller and/or appropriate Department personnel; helps prepare the audit reports detailing audit findings; helps provide follow-up training to departments as assigned.
  • Analyzes and/or maintains complex accounts and related ledgers as assigned; prepares and provides complex figures and specialized accounting and fiscal reports to the County Board of Supervisors, other County departments, Federal, State, and local agencies, private auditing firms, or as required by governing agencies.
  • Analyzes and/or maintains complex records of financial transactions of County funds, proprietary funds, school district funds, special district funds, and active trust and agency funds; ensures that all money received in the County Treasury is credited to the proper fund; details the source of revenue in accordance with predetermined revenue estimates.
  • May plan, direct, and review the processing of vouchers, requisitions, purchase orders, vendor invoices, contracts, and other fiscal documents to ensure that proper cost centers are charged, that expenditures are recorded in the proper classifications, and that purchases and other transactions by the department are proper in accordance with their approved budget.
  • May prepare journals for payroll deductions, employer contributions for retirement, social security, medical insurance, service and stores transfers, outlawed or cancelled warrants, Human Services Agency transfers, etc; may compute property tax amounts and direct assessments according to tax rate formulas and arrange for posting to tax roles.
  • May participate in the design, installation and maintenance of cost accounting and/or financial management systems for the County and individual departments in accordance with local, state and federal regulations.
  • May review and evaluate complex cost reports prepared by County departments; may provide up-to-date, detailed cost accounting information for a County department to be used for budgeting and cost control purposes by that department, federal or state agencies or the County Administrator's Office.
  • May direct the work of subordinate professional, technical and/or clerical personnel on a project basis.
  • MINIMUM QUALIFICATIONS

    PLEASE NOTE: The following selective recruitment requirements were approved by the Director of Human Resources on October 20, 2021.  Candidates must meet these requirements to be considered for this position.


    Education: Graduation from an accredited four-year college or university with a specialization in accounting.

    Experience: Two years of professional, post-graduate accounting/auditing work in a Payroll Unit utilizing an integrated Human Resources/Payroll System.


    License: Ability to obtain a California Driver's License if required by the nature of the assignment.

    KNOWLEDGE

    General accounting and auditing theory, principles, and practices, and their application to a wide variety of financial transactions and problems with particular reference to governmental finance; general laws, ordinances and regulations governing the financial operations of the County and its departments; general principles of account classification; modern office management procedures, practices, and equipment, particularly as they apply to accounting operations.

    ABILITY

    Analyze and evaluate complex accounting and auditing problems and develop pertinent accounting and related data in the preparation of reports and statements; interpret and apply laws, regulations, ordinances and policies; organize information; evaluate systems and procedures for efficiency and effectiveness; prepare appropriate correspondence and other documents; express oneself clearly and concisely, both orally and in writing; establish and maintain effective working relationships with County officials, outside agencies, and others.

    PHYSICAL/MENTAL REQUIREMENTS

    Mobility-Frequent operation of keyboards, sitting; occasional walking, standing and driving may be required; Lifting-Frequently 5 lbs. or less; Vision-Frequent use of good overall corrected vision; frequent reading and close-up work; Dexterity-Frequent writing and repetitive motion; Hearing/Talking-Frequent hearing and talking on the telephone and in person; Emotional/Psychological-Frequent public contact, decision making, concentration; may require occasional overtime, weekend or evening work.

    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.

    BENEFITS

    Health Insurance:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of four medical plans: a Kaiser HMO plan, a Sutter Health Plus HMO plan, and two self-funded PPO plans called the Select Plan and 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 four dental plans:  Three through Delta Dental and one through United Health Care-Select Managed Care Direct Compensation Plan.  The County pays the full premium for all but one Delta Dental Plan (Buy-up), which the employee pays a slightly higher cost. Dependent coverage is available at the employee’s expense.

    Vision Insurance:  The County provides two vision plan options through Vision Service Plan (VSP).  There is no cost for the base plan at employee only coverage. The buy-up plan option has a slightly higher cost. 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  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 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. For members of this unit, the County shall make a contribution equal to 1% of the employee’s base salary to the deferred compensation plan.

    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 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.

    Confidential Unit Supplement: Members of this unit shall receive a supplement of 10% of base salary.

    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 Leave3 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.

    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 options.

    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 confidential unit shall have the option to either retain their existing cafeteria plan contribution amount or have a one-time option at time of hire of opting for the 10% unrepresented supplement in lieu of retaining their cafeteria allowance.

    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.

     

    HOW TO APPLY

    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.

    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.




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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