Payroll Services Analyst

This examination is being given to fill one vacancy in the Auditor-Controller's Office and to establish an eligible list which may be used to fill future vacancies.

This position will report to the Payroll Administrator to assist with the coordination, preparation and administration of the payroll functions for San Joaquin County.  The position will provide an advanced level of professional payroll services and administer the County's integrated payroll system.

The Auditor-Controller's Office is a service department that provides service that is timely, fair and responsible. The Department is responsible for serving the public, other departments, the taxpayer, the vendor and the employee in a considerate, fair and conscientious manner. 

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.

Education:  Graduation from an accredited four year college or university with major course work in public or business administration, personnel management or a closely related field.

**Experience:  One year of experience in systems or administrative analytical work in an integrated payroll system.

Substitution:  Additional-qualifying experience may be substituted for required education on a year-for-year basis to a maximum of four years.

**Note:  The above special recruitment requirement was approved by the Civil Service Commission on 08/09/2017

Principles, practices, methods and techniques of public administration and management including organization, budgeting, purchasing and personnel administration; methods and techniques of organizing work efficiently; basic statistics and graphics.

Gather and analyze data; organize and write reports; read, understand, interpret and apply pertinent rules and regulations; express oneself clearly and concisely, both orally and in writing; establish and maintain effective working relationships with others; present oneself professionally.

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 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/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 $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 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.

Holiday: 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, at the end of each calendar year, has a balance of at least 160 hours and the employee has used less than half of the accrued sick leave for that given year of service.  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.

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.

Applicants who meet the minimum qualifications will go through the following examination process:

Written & Oral Exam:  Based on the number of qualified applications received, a pass/fail written exam may be administered.  Candidates must successfully pass the written exam in order to move forward and participate in the oral exam, which will be weighted at 100%.  Candidates must achieve a passing score on the written exam and a minimum rating of 70% on the oral exam in order to be placed on the eligible list.

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 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 the Rank: The top three ranks will be referred for hiring interviews.  If there are less than 5 names in the top three ranks the next rank is referred.  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.

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.

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/eeo.