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Principal Appraiser

Recruitment #0216-RB4306-01

Introduction

This departmental promotional examination is being given to fill one vacancy in the Assessor-Recorder-County Clerk Department and to establish an eligible list to fill future vacancies.  Candidates must be employed by the San Joaquin County Assessor-Recorder-County Clerk's Office and meet promotional requirements to be considered for this position.

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

1. Plans, organizes, coordinates and directs real property appraisal programs; selects, schedules, assigns, directs, and evaluates subordinate supervisory, professional and technical staff.

2. Analyzes and interprets new and impending legislation affecting the Assessor’s functions; reports changes and recommends action and methods to effect implementation; monitors implementation to assure that legislative mandates are being met.

3. Develops and recommends new policies and procedures; reviews and analyzes procedural problems; confers with subordinate staff regarding procedural effectiveness; revises operations manuals as required; assists in the preparation and distribution of administrative directives; reviews and approves requests for new forms and modification of existing forms; prepares, edits, and approves final proof copies of new and revised forms.

4. Performs internal audits of assigned programs and functions to determine adherence to departmental policies and operating procedures; analyzes work systems to determine efficiency and effectiveness of the systems; audits a representative sample of property appraisals to determine the quality of the appraisals performed by the valuation staff.

5. Prepares training programs as needed to develop staff competencies and disseminates training information to staff.

6. Assists in preparing and monitoring unit and division budgets; analyzes staffing requirements, equipment and supply needs; prepares correspondence and reports, including statistical reports; assists in responding to inquiries or complaints; may represent the Assessor at local or State Board of Equalization hearings and civil and professional functions.

MINIMUM QUALIFICATIONS

EITHER PATTERN I

Experience: Two years as an Appraiser IV, Auditor-Appraiser IV, or Senior Appraiser in San Joaquin County service.

OR PATTERN II

Education: Graduation from an accredited four-year college or university with a major in business administration, mathematics, economics, accounting, engineering, or related field.

Experience: Six years (within the last ten years) as a real property appraiser or auditor-appraiser in a California County Assessor’s office, including two years of supervisory experience at a level equivalent to Appraiser IV or Auditor-Appraiser IV in San Joaquin County.

Substitution: Additional experience in accounting, auditing, appraising, building cost estimating or engineering may be substituted for the required education on a year-for-year basis. (Experience in real estate sales or transfers will not be considered as real estate appraisal experience.)

AND FOR BOTH PATTERNS

License: Possession of a valid California driver’s license.

Certificates: A permanent Appraiser’s Certificate issued by the State Board of Equalization must be obtained by an employee in this class within the first year of employment.

Special Requirement: Successful completion of: 1) an advanced income course offered by either the State Board of Equalization or the American Institute of Real Estate Appraisers; and 2) one additional advanced State Board of Equalization or equivalent appraisal course.

PLEASE NOTE: This is a departmental promotion. Qualified applicants must currently be employed with San Joaquin County Assessor-Recorder-County Clerk's Office and meet the promotional eligibility requirements as stated in Civil Service Rule 10, Section 3-Eligiblity for Promotional Examinations.

Note:  Supplemental application must be submitted with employment application.

KNOWLEDGE

Principles and practices of management, supervision, and training; standard business practices; property appraisal principles, and procedures; accounting and auditing principles and practices; laws, rules, and regulations relating to assessment of real and personal property for tax purposes in California.

ABILITY

Plan, organize and direct work flow of the division; develop office procedures; analyze and present facts and recommendations clearly and concisely, orally and in writing; plan, assign, and supervise the work of subordinate employees as required; establish and maintain effective working relationships with the public and other appraisers.

PHYSICAL/MENTAL REQUIREMENTS

Mobility - Frequent operation of keyboards, sitting for extended periods, standing for long periods, walking; Lifting – Frequently 20 pounds or less; Vision – Good vision; frequent reading and close-up work; normal hand and eye coordination; Dexterity – normal dexterity with frequent writing and repetitive motion; Hearing/Talking – Frequent hearing and talking on the telephone and in person; Emotional/psychological – Frequent public contact and decision making; frequent concentration required; Special conditions – May require occasional overtime, weekend or evening work.

BENEFITS

Health Insurance:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of three medical 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 Pacific Union Dental.  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/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

Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.  Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

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 $2080 annual limit); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit).

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 $17,500 or 100% of your includible compensation, whichever is less.  Individuals age 50 or older may contribute to their plan, up to $23,000.  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.

Holiday:  14 paid holidays per year.

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.

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 Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.

 

Selection Procedures

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. If a probationary employee in Classified Service, must have served twelve (12) continuous and consecutive months immediately prior to the final filing date. Qualifying service under this rule may have been in either the Classified service or in any combination of Classified Service and service under a public employment program.

3. Public employment program employees who have served at least twelve (12) continuous and consecutive months immediately prior to the final filing date are eligible to compete in promotional examinations for entry level classes or a class equivalent to their current public employment class. For the purpose if this rule, an entry level class is defined as the lowest class in each class series excluding classes designated as trainee classes in the class title.

4. Employees in the Classified Service who have six (6) continuous months’ service in trainee classes or entry level classes, as defined above, shall be eligible for promotional examinations to the next higher class in that same series.

5. Temporary, contract, or exempt employees who have at least six (6) months of full-time service with the County within the last twenty-four (24) months and are currently employed with the County immediately prior to the final filing date are eligible to compete in promotional exams for entry level or trainee classes.

6. Contract or exempt incumbents of positions which are converted to classified service are eligible to compete in promotional exams for the classes of positions which they occupy if they have served 2080 continuous and consecutive payroll hours (equivalent to one (1) year) in the same or related classes of positions as the promotional class immediately prior to the final filing date.

7. A Part-time employee who is actively employed (on payroll) and who has worked 2080 continuous and consecutive hours in a class that is above entry level may compete in promotional recruitment for that classification.

C. Have a rating of satisfactory or better on the last performance evaluation, if applicable.

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 one year, but may be extended up to two additional years by the Civil Service Commission.  

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

Apply Online:       

www.sjgov.org/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/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