Bookmobile Driver Clerk
|Date Opened||12/28/2012 5:10:00 PM|
|Filing Deadline||1/22/2013 5:00:00 PM|
|Salary||$21.74 - $25.88/hour; $1,630.50 - $1,941.00/biweekly; $3,532.75 - $4,205.50/month; $42,393.00 - $50,466.00/year|
Permanent Part-Time Employment
|HR Analyst||Anna Montoya|
The Alameda County Library System is looking to fill a vacancy for a Bookmobile Driver Clerk. The incumbent of this classification must possess a class B license with an air brake certification and a clean driving record history. They also must be customer service oriented. Veterans are encouraged to apply.
The Alameda County Library in the San Francisco Bay Area provides library services from ten branch libraries in the cities of Albany, Dublin, Fremont, Newark and Union City and the unincorporated communities of Castro Valley and San Lorenzo. Outreach services are provided through the Bookmobile, the Literacy Program, the Senior Outreach Program, and the County Jails.For more information on the Alameda County Library, please visit: http://www.aclibrary.org/
Under supervision, to drive a bookmobile, to perform related library clerical duties with extensive public service and to do related work as required.
Incumbents in the class of Bookmobile Driver-Clerk load and unload library materials and drive the Library Bookmobile to neighborhoods, elementary schools the Federal Correctional Institution in Dublin and other locations throughout Alameda County. They perform clerical duties with extensive public contact in conjunction with the completion of their job tasks. Incumbents in this classification are distinguished from Library Driver-Clerk in that incumbents in the latter classification drive a delivery van and load and unload heavy, bulky supplies, equipment and furniture.
All candidates must possess a valid California Motor Vehicle Operator's license and a good driving record.
1. Possession of a Class B driver's license with air brake certification.
2. Federal law and County policy requires that positions in the class of Bookmobile Driver-Clerk are subject to post-offer/pre-placement/pre-duty, reasonable suspicion, post-accident, random, return-to-duty and follow-up drug and alcohol testing.
3. Successful completion of a thorough background investigation by the Department of Justice.
NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.
KNOWLEDGE AND SKILLS
• Geography of Alameda County
• Basic command of the English language
• Numerical and alphabetical filing systems
• Library procedures
• Use of a computer keyboard to enter and retrieve information from a library computer system
Driving a large vehicle of at least 18,000 pound G.V.W. capacity.
• Establish and maintain cooperative relations with the public and co-workers
• Communicate effectively with the public, both in person and on the telephone
• Learn library procedures, including check in/out materials
• Register patrons
• Process and mend library materials
• Sort and shelve library materials accurately
• Follow written and oral instructions
• Type accurately
• Interpret Library procedures for the public
• Perform clerical work of average difficulty which is not usually reviewed for technical details
• Identify computer input errors
• Troubleshoot and perform routine equipment maintenance
• Drive safely and skillfully
• Stock bookmobile
• Detail oriented
• Make decisions, use good judgment
• Problem solve
• Be flexible
• Demonstrate interpersonal sensitivity
• Communicate effectively orally and in writing
• Follow written and oral instructions
• Monitor repair and maintenance of a large vehicle
• Coordinate bookmobile repair services
• Deal courteously with a variety of library patrons
• Push and pull book cart weighing up to 300 pounds when fully loaded
• Lift a 40-pound box of library materials.
Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments many be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work.
To learn more about our recruitment and selection process, please visit the “What You Need to Know” section of our website, www.acgov.org/hrs.
We reserve the right to make changes to the announced selection process.
Applicants will be informed via email with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the department:
TENTATIVE SELECTION PLAN
- Deadline for Filing: Tuesday, January 22, 2013, before 5:00 pm (applications and attachments will be accepted on-line only) Please note that all applications MUST have a DMV Driving Record printout (http://www.dmv.ca.gov/online/dr/welcome.htm)as well as a copy of your current Class B license with NO air brake restriction. If you fail to attach these items electronically to your application, you will be disqualified. No applications will be released back to applicants once submitted, so please ensure that your application, supplemental questions and attachments are all in order prior to submitting your application.
- Screening of Applications for Minimum Qualifications: Week of January 28, 2013
- Examination Panel Interviews: TBD
- Driving Test: TBD
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) of 1990, and Alameda County Resolution No. R-83-773. To request an accommodation due to a disability during this or other phases of the selection process, please contact the Human Resource Services Department at (510) 272-6472 before the final filing deadline. Alameda County Human Resources Services will require documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a permanent disability pursuant to the U.S. Equal Employment Opportunity Commission's statute of the Americans with Disability Act of 1990, as amended, and/or the California Department of Fair Employment and Housing (DFEH) Act.
For more information regarding our Reasonable Accommodation procedures, please visit our website, hrsv.org+hrs">www.acgov.org/hrs
ABOUT THE COUNTY
Alameda County, located on the east side of San Francisco Bay, is California’s seventh-largest county. The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion. Oakland, the County seat, is California’s eighth largest city. One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas. As a major urban county, Alameda provides a full range of services to its citizens. The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles. The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities.
BENEFITS FOR NON-MANAGEMENT POSITIONS
The County offers HMO and PPO medical plans. The County has two contributions structures, 1) County contributes 100% of the lowest cost HMO; or 2) County contributes 90% of the HMO plans and 90% of the lowest cost HMO towards the PPO. The County contribution can be prorated based on the number of work hours up to 50% of the standard hours in a pay period. If an eligible employee waives all medical coverage through the County, a monthly stipend may be provided.
The County offers two Dental Plans: PPO and Dental Maintenance Option (DMO). The County contributes 100% of the family coverage for both plans as long as the employee works at least 50% of the standard hours in a pay period. The PPO option plan design is 100% Preventative, 80% Basic Care, 80% Major Care with a $45 per individual deductible and annual maximum up to $1,450 per year. The DMO option has an orthodontic benefit for children as well as adults.
The County offers two Voluntary Vision Plans through Vision Service Plan (VSP) for eligible employees. The two plans consist of a low option and a high option that offer annual eye exams and coverage for various frames and lenses. The Voluntary Vision Plan is 100% employee paid and is available for employees and their dependents. In addition, an annual eye exam is covered for participants in the HMO Medical Plans with corresponding co-pay.
A Vision Reimbursement Plan is available for some union bargaining units who have a provision in their Memorandum of Understanding that after six months of continuous service, Vision Reimbursement for eye lenses or contacts is provided up to a set dollar amount. This vision reimbursement benefit is available to employees only.
COUNTY ALLOWANCE DOLLARS
The County provides up to $300 of flex dollars annually, dependent upon the eligible employee's represented or unrepresented classification. These flex dollars can be used to pay for medical premiums. The unused portion of these flex dollars are deposited into a Health Flexible Spending Account for the employee, which can be used for unreimbursed medical expenses.
HEALTH FLEXIBLE SPENDING ACCOUNT
Employees may opt to salary contribute on a pre-tax basis up to $5,000 for eligible out of pocket medical, dental and vision expenses such as: prescription co-pays, office visit co-pays, prescription eye glasses or contact lenses.
DEPENDENT CARE ASSISTANCE PROGRAM
For employees who have either children under age 13 or dependents (parent, sibling or in-law incapable of self-care) that are dependent upon the employee for care can salary contribute on a pre-tax basis up to $5,000 annually. These pre-tax dollars can be used to pay for day care expenses provided by a licensed facility.
The County pays for a Basic Life Insurance policy of $9,000 up to $20,000 for an employee based on the affiliation with their appropriate union.
For the 2011 Plan Year, an employee can set aside up to $230 a month in pre-tax dollars to pay for qualified work-related parking and commuting to and from work transit fees.
Most employees are provided 11 paid holidays plus four floating holidays dependent upon the union bargaining unit.
VACATION AND SICK LEAVE WITH PAY
Vacation accrual ranges from two weeks to five weeks depending upon years of service and the union bargaining unit to which the position is assigned. Sick leave accruals are based on the union bargaining unit and are defined in the corresponding Memorandum of Understanding.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The County has an EAP available for employees, spouses/domestic partners and eligible dependents. This program provides services such as: counseling, financial consulting, child and elder care consulting and some legal counseling.
DISABILITY or INCOME REPLACEMENT
Two voluntary plans are offered: Short-term Disability and Long-term Disability can be purchased through a payroll deduction or with accrued vacation hours depending upon the union bargaining unit.
LONG TERM CARE
This voluntary benefit extends care for yourself and/or your spouse and/or your parents who experience a serious accident, chronic illness or frailties of old age. Places where care can be provided are: in one’s home, at a nursing home, at an assisted living facility or adult day care center.
The County retirement program is a Defined Benefit plan and is governed under the provisions of the 1937 Act systems. The County’s retirement is based on one’s age upon entrance, compensation, years of service and specific percentage of employee/employer contributions with the County’s portion vesting after five years of employment.
The County offers a Deferred Compensation program where an eligible employee can voluntarily contribute on a pre-tax and/or after-tax basis, a minimum of $20 per pay period up to the total annual contribution limit.
Those claiming additional preference points as a VETERAN must submit a copy of the DD214 form on the day of the oral examination. Those claiming additional preference points as a DISABLED VETERAN must submit a copy of the DD214 form and a letter from the Department of Veteran Affairs confirming eligibility for additional points on the day of the oral examination.
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disability Act (ADA) of 1990, and Alameda County Resolution No. R-83-773. To request reasonable accommodation, you must notify the Human Resource Representative listed on this bulletin as soon as possible and before the last day to file, in order to make the necessary arrangements during each step of the examination process. (510) 272-3703 (TDD)
DISASTER SERVICE WORKER
All government employees are disaster service workers as defined by California Government Code Section 3100. In addition to everyday duties, employees have the added responsibility of helping throughout any disaster.
DMV EMPLOYER PULL NOTICE PROGRAM
All county employees who drive on county business are required to enroll in the California Department of Motor Vehicles Employer Pull Notice Program in an effort to promote driver safety. Employees’ driver record reports will be released to the County Safety Officer in Risk Management to ensure that employees have valid driver’s licenses and are eligible to drive on county business.
An applicant’s previous employment may be investigated. Results of this investigation may be cause for disqualification. Also, all convictions will be reviewed and may result in a request for additional information or termination of employment. A conviction record will not necessarily disqualify an applicant from employment. Each case will be given individual consideration, based on job-relatedness.
All prospective county employees must pass a medical examination before beginning employment. For positions which require a commercial driver’s license and the performance of functions defined as “safety sensitive,” Federal law and County policy requires that the examination include a drug screening process. Offers of employment are conditional upon successful completion of this examination.
Alameda County is an Equal Opportunity/Affirmative Action employer. Women, ethnic and racial minorities and persons with disabilities are encouraged to apply. Applicants will be considered without regard to their race, color, religion, sex national origin, age, disability, sexual orientation, or any other non-job-related factor.
All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the "My applications" button on the Current Job Openings page.
Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment.
NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. All notices are generated through an automated email notification system. Replies to the email box are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs. You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied.
Anna Montoya, Human Resources Analyst
Human Resource Services, County of Alameda