Engineering Services Manager

This department promotional examination is being given to fill one vacancies in the Public Works Department.

To qualify for this department promotional opportunity, candidates must meet the minimum qualifications and be currently employed by the San Joaquin County Public Works Department.

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.

EITHER PATTERN I

Education: Graduation from an accredited four-year college or university with major coursework in public or business administration, engineering, environmental science, accounting, finance or a related field. 

Experience: Four years of increasingly responsible administrative, engineering or analytical work, including at least one year administering or managing large and complex programs and/or projects in an engineering, construction, or similar setting.

Substitution: A master’s degree in public or business administration, engineering, environmental science, accounting, finance, economics or a related field may substitute for one of the years of experience required above, other than the required one year administering or managing large and complex programs and/or projects in an engineering, construction, or similar setting. 

OR PATTERN II

Experience: Three years as a Registered Civil Engineer performing diversified engineering activities in a public works organization.

Licenses and Certificates: Possession of a valid certificate of registration as a Civil Engineer issued by the California Board of Registration for Professional Engineers and Land Surveyors.

AND 

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

Principles and practices of public administration including supervision, management, contracting and procurement; principles of organizational planning and analysis; statistical analysis, research methods and reporting; complex budgeting techniques, including cost accounting and the use of diverse funding sources; principles and practices of records management; modern office automation and information systems equipment, including standard business computer software; and the general standards, laws and regulations pertaining to public works engineering activities.

Plan, organize, direct and administer engineering-related operations, programs, projects and functions within a large, complex public works department; supervise subordinate staff; develop and implement sound fiscal strategies as needed to manage organizational operations, programs and projects; gather, organize and analyze data in order to propose solutions to problems; understand, interpret and apply pertinent rules, regulations, laws and procedures; operate basic computer and modern office automation technology, including pertinent software; communicate clearly and concisely, both orally and in writing; and establish and maintain effective working relationships with those contacted during the course of the work.

Mobility-Frequent operation of keyboards, sitting for extended periods; occasional walking, driving, standing for long periods and climbing stairs; Lifting-Frequent lifting of 5-30 pounds; Vision-Constant use of good overall vision; frequent reading and close-up work; Dexterity-Frequent writing and repetitive motion, including use of a computer keyboard; Hearing/Talking-Frequent hearing and talking on the telephone and in person; Emotional/Psychological-Constant decision making and concentration; frequent public contact; Special Requirements-Occasional evening, weekend and/or holiday work; Environmental-Occasional outdoor work with exposure to varied weather conditions.

Cafeteria Plan Benefits:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of three medical plans, two dental plans, a vision plan, life insurance, Flexible Benefits (125) Plan, and 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. 

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 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.

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.

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.