This examination is being given to fill two vacancies in the Mary Graham Children's Shelter within the Human Services Agency and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.
*Effective October 24, 2022, staff who are assigned to the Mary Graham Children's Shelter will receive a 5% pay supplement in addition to their base salary.
*Effective July 3, 2023, members in the SEIU bargaining units will receive a 5% Cost of Living Adjustment.
The Mary Graham Children's Shelter is an Emergency Temporary Facility for children age newborn up to eighteen years of age who are removed from their homes through no fault of their own. On an annual basis, Mary Graham provides care and support services to about 1000 children. The Shelter provides a variety of support services through a variety of collaborate partners to try and help each child have their individual needs addressed. These support services can include medical/dental services, educational support, behavioral support, and transitional support for children under eighteen years old. For more information regarding the Mary Graham Children's Shelter and the Human Services Agency, please visit their website at: San Joaquin County Human Services Agency > Assistance > Children's Services > Children's Shelter (sjchsa.org)
Pre-Employment Drug Screening and Background: Potential new hires into this classification are required to successfully pass a pre-employment drug screen, a DOJ Live Scan, and a background investigation as a condition of employment. Final appointments cannot be made unless the eligible has passed the drug screen, DOJ Live Scan, and successfully completed the background process. The County pays for the initial drug screen.
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.
Identifies behaviors and special needs of dependent children; develops profiles of children's needs; makes referrals to appropriate agencies on children's behalf; identifies satellite/foster homes to meet child's needs.
Meets with satellite/foster families to review children's case histories and to ensure appropriate placements; prepares children for transfer to satellite/foster homes; certifies satellite/foster homes as needed.
Maintains regular contact with satellite/foster families through telephone and home visits; assesses, monitors, and instructs satellite/foster care providers; reports problems with satellite/foster families to appropriate licensing agencies.
Lists, and tracks authorized persons for visitations with children; coordinates visits with children; obtains needed authorization for medical treatment.
Responds to after hour emergency calls; takes and records information related to child abuse complaints and allegations; responds to calls involving the death of a child.
May provide transportation for children to appointments, satellite homes, and interviews.
Prepares, updates, and maintains a variety of forms, files, charts, logs, passports, school and medical records related to children's intake, release, and placement; initiates payments to foster families; compiles statistical data.
Participates in planning and coordinating parties, picnics, and other events/activities for children; obtains items to meet children's special needs.
Conducts resource meetings and presents training to new staff; participates in recruitment seminars and staff meetings; serves on panels and committees; may provide short-term back-up assistance in a rotational assignment on the units.
Education: Graduation from an accredited four-year college or university. Experience: Three (3) years providing social service work for children in a children’s shelter, group home or similar setting; or providing social casework for children and families.
Note: Individuals employed in the San Joaquin County class of Group Counselor I-DCH and assigned to the Satellite Program at the time of adoption of this specification (October 11, 2000) may waive the above education and experience requirements. And License: Possession of a valid California driver’s license.
Special Requirement: Must pass fingerprinting as required by State Law.
Certificates: Must obtain certification in Basic First Aid and Cardiopulmonary Resuscitation (CPR) within the first six months of employment and maintain such certification during employment.
Note: Employees at Mary Graham Children’s Shelter are subject to the authority, rules, regulations, standards, and approval of the Community Care Licensing Authority (CCL) of the California Department of Social Services. In addition to the above minimum qualifications, as a condition of employment, approval of the CCL is required for both initial appointment and for continued employment at MGCS.
Note: Supplemental application must be submitted with employment application.
Licensing requirements and regulations related to children's satellite/foster homes; community resources; referral procedures; basic medical terminology, childhood illnesses, special needs, conditions, and treatment; basic math; proper English usage including grammar, spelling, and punctuation; assessment methods and techniques; signs of abuse, neglect, anorexia, bulimia and gang activity; special needs, problems, and concerns of at-risk children including substance exposed infants; court procedures related to child placements; stages of child development; age appropriate behavior modification techniques; counseling and interviewing techniques; guidelines and standards related to the care and treatment of children.
Accurately evaluate the special needs, behaviors, and problems of children in determining the appropriateness of foster home placement; protect the confidentiality of dependent children and their families; gather and assemble needed documents and prepare paperwork; drive a county vehicle to complete assigned duties; use and operate a variety of office equipment and machines including computer hardware, software, and applications related to assigned duties; coordinates training in the operation of child car seats, apnea monitors, Nebulizers, nature's cradles, vaporizers, humidifiers, thermometers, and scales; model desired behaviors; implement behavior modification techniques; design and develop foster family recruitment materials, posters, handouts, and related materials; work independently; accurately analyze situations using good judgment to determine when early intervention is needed; adopt effective course of action which meets the child's needs and best interests; match children with appropriate foster parents to meet their needs; compose, prepare, and maintain a variety of records, reports, logs, and other written documents; make public presentations; provide support to satellite/foster families; ensure that foster child's physical, emotional, medical, and developmental needs are met while in foster care; communicate effectively, both orally and in writing; establish and maintain effective relationships with those contacted in the performance of duties.
Mobility-Constant walking; frequent driving and climbing stairs; occasional operation of keyboards, pushing/pulling, bending/squatting and running; Lifting-Frequent lifting of heavy objects or people; occasionally able to lift 5-70 pounds; Vision-Constant use of good overall vision and field of vision/peripheral; frequent reading/close-up work and eye/hand coordination; occasional depth and color perception; Dexterity-Frequent writing and reaching, occasional grasping, holding, and repetitive motion; Hearing/Talking-Constant talking/hearing in person; frequent hearing/talking on the telephone; Emotional/Psychological-Constant concentration and working weekends and nights; frequent decision making, public contact and dealing with emergency situations; occasional exposure to hazardous materials, trauma, grief and death; Environmental-Constant exposure to noise.
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 Equal Employment Opportunity Division (sjgov.org).
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.
Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021.
Health Insurance: San Joaquin County provides employees with a choice of three health 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/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 (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 Law 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.
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: Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appropriate MOU for details regarding holidays, accruals, use, and cashability of accrued time.
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.
Job Sharing: Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources.
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.
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
By mail or in person:
San Joaquin County Human Resources
44 N. San Joaquin Street Suite 330
Stockton, CA 95202
Monday – Friday 8:00 am to 5:00 pm; excluding holidays.
Phone: (209) 468-3370
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.