Probation Unit Supervisor- Department Promotional

This departmental promotional recruitment is being given to fill one vacancy in the Probation department and to establish an eligible list which may be used 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.

To qualify, candidates must be currently employed by the San Joaquin County Probation Department and meet all promotional eligibility requirements.

Under direction, supervises a unit of Probation Officers and/or supervises staff working in a specialized program; performs complex administrative support work related to probation services and programs; and does related or other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules.

This is the supervisory level in the Probation Officer series.  This class is distinguished from Probation Officer III because incumbents of that class perform lead, advanced and/or specialized Probation Officer duties with emphasis on community collaboration, education, and partnership, but are not assigned full supervision over staff in a Probation unit or program.  This class is distinguished from Assistant Deputy Chief Probation Officer because incumbents in that class have management responsibility for a major function in the Probation Department.

PLEASE NOTE:  This is a department promotional opportunity. Qualified applicants must currently be employed with the San Joaquin County Probation Department and meet the promotional eligibility requirements as stated in Civil Service Rule 10, Section 3-Eligibility for Promotional Examinations. 

Either Pattern I

Experience: One year as a Probation Officer III in San Joaquin County.

Or Pattern II

Experience: Three years as a Probation Officer II in San Joaquin County.

Or Pattern III

Education: Graduation from an accredited four-year college or university, preferably with a degree in administration of justice, corrections, psychology, sociology, counseling or a related social or behavioral science.

Experience: Four years as a probation officer or parole officer, including at least three years at a journey level comparable to or higher than Probation Officer II in San Joaquin County. 

Substitutions:  Applicants may request that ONE of the following may be substituted for one year of the above-required journey-level experience:  (1) a master’s degree in public or business administration, administration of justice, corrections, psychology, sociology, counseling or a related social or behavioral science; OR (2) one year of juvenile detention experience at a level comparable to or higher than Juvenile Detention Officer in San Joaquin; OR (3) one year of pre-trial inmate interviewing at a level comparable to or higher than Pre-Trial Program Specialist in San Joaquin County.

And

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

Training Requirements: Employees in this class are peace officers as defined by section 830.5 of the Penal Code and must satisfy the State of California criteria for peace officer status.  Appointees must meet state-mandated CORE training requirements as defined by Standards and Training in Corrections (STC). As part of this requirement, applicants must provide evidence that they have successfully completed probation officer CORE training or an equivalent training course prior to appointment. Employees must also successfully complete probation supervisor CORE training within one year of appointment.

Special Requirements: (1) must be at least 21 years of age upon appointment; (2) must meet minimum standards required for Peace Officers as set forth in Section 1029 and 1031 of the Government Code; (3) must pass a background investigation; (4) must meet physical standards established for County Safety employees, including a psychological examination; and (5) must qualify for use of a firearm when assigned to a field position.

Principles and practices of supervision, leadership and training; principles and practices of public administration; project management techniques and practices; principles of written and oral communication including a thorough knowledge of language mechanics, syntax, and composition; principles and methods of logic and data organization; mathematics, statistics and research methods; California Welfare and Institutions and Penal Code sections relating to probation work; theory and practice of probation work; principles and theories of sociology and psychology, particularly those related to assessment and adjustment of adult and juvenile personality development, behavior patterns and motivation; principles of conflict de-escalation; group and family dynamics; advanced interviewing and investigation techniques; social casework practice, educational norms, treatment modalities and crisis intervention; community interaction and collaborative problem solving; advanced concepts of law enforcement as well as probation and court practices; basic knowledge of socio-economic, psychosocial, and cultural influences on individual behavior; advanced awareness of community resources available for treatment of probationers.

Plan, organize, supervise, train and evaluate the work of subordinates in the performance of probation work; lead others in making probation recommendations based upon investigative results; independently complete special probation projects and reports; train staff to manage a probation caseload, including the management of complex and difficult cases; review and edit comprehensive court reports and case files; fairly and equitably interpret, explain and apply applicable laws, codes and regulations; make sound decisions in emergency or crisis situations; work with and obtain the cooperation of juvenile and adult probationers, their families and concerned government and private agencies; foster and develop collaborative partnerships with community members and organizations to proactively solve problems; read and comprehend complex written material involving difficult concepts and issues; gather and analyze data; communicate effectively, both orally and in writing; pay attention to detail; operate a computer; use a firearm; establish and maintain effective working relationships with other probation staff, law enforcement officials, the public, and others.

Mobility—frequent standing, walking, stooping, bending, climbing stairs, driving; constant use of a computer; occasional use of a firearm; Lifting—able to lift 50 pounds;  Visual—constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity—frequent repetitive motion and reaching; Hearing/Talking—constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological—potential contact with hostile individuals; exposure to emergency situations; may be exposed to trauma, grief and death; frequent public contact; decision-making and concentration; Special Requirements—some assignments may require working weekends, nights, and/or occasional overtime; Environmental—occasional exposure to varied weather conditions.

San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

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.

: 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 available for all plans.

:  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 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 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.  Employees hired into the following classifications on or after 12/31/90 are considered Safety Members:  Probation Officer I, II, III, and Probation Unit Supervisor. 

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. 

Holiday:  Depending on date of hire into the unit, employees earn either 10 or 14 holidays per 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. 

Bilingual Pay:  Each employee who is designated by the appointing authority and approved by the County Administrator and who has passed a bilingual proficiency examination administered by the Human Resources Division shall receive a bi-weekly supplement of $50. 

Pre-Employment Physical Exam:  If required, will be conducted at Dameron Hospital at no cost to the employee. 

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. 

Probation Officer Training:  Probation Officers shall be allowed to attend seminars, workshops, out-of-town conferences, and have educational leave on County time consistent with the County’s educational conference and seminar policy. 

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.

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. Probationary, part-time, or temporary employees who have worked a minimum of 1040 hours in the previous 12 months or previous calendar year.

3. Exempt employees who have worked a minimum of 2,080 continuous and consecutive hours.

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

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 nine months, but may be extended by the Human Resources Director for a longer period which shall not exceed a total of three years for the date esblished.  

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.