Collections Supervisor

This examination is being given to fill one vacancy in 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 July 2025 - 3% Cost of Living Adjustment increase 

The following incentives and bonuses may be available for eligible new hires. Incentives and bonuses are subject to approval by Human Resources:

§  Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. 

§  Sick Leave: Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions.

§  New Hire Retention Bonus:

     $2,000 upon completion of first year equivalent employment (2,080 hours)

$1,000 upon completion of third year equivalent employment (6,240 hours) 

$3,000 upon completion of sixth year equivalent employment (12,480 hours)

Offers of employment are contingent upon passing a background investigation.

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.

• Supervises and participates in the work of a unit of collections clerks; maintains the flow and quality of work within established standards and policies.
• Trains new employees in collection procedures, rules, regulations and laws; instructs them in specific tasks and work techniques; reviews work; evaluates work performance; answers questions requiring interpretation of rules and regulations.
• Confers with departmental administrative staff regarding policies, procedures and operations needs of the unit; implements and maintains clerical procedures for the unit.
• Reviews computer adjustment forms for errors and accuracy; corrects errors; reviews accounts for possible write-offs.
• Reviews statistical summaries of collections by Collections Clerks; confers with Collections Clerks regarding work standards; assists in the collection of difficulty accounts.
• Prepares summaries of unit work activities; may assist in the preparation of reports for submission to department managers and outside agencies.
• May represent the County in court hearings.

Experience:  Three years of clerical work with primary responsibility for contacting debtors to obtain payments, two years of which have included gathering information regarding financial assets of individuals, establishing payment plans and maintaining related records.

Principles and techniques of supervision and training; principles, practices and methods used in determining financial assets and collecting debts; legislation in the field of collection, including changes and developments in laws affecting collection; fundamental aspects of human behavior; principles of interviewing public relations techniques; standard office procedures and practices; basic mathematics; language usage.

Evaluate and establish workload priorities; review work for accuracy and procedural conformance; read, understand and apply pertinent rules and regulations; communicate effectively, both orally and in writing; establish and maintain effective working relationships; deal tactfully and courteously with the public under stressful situations; interview.

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 $22,500 or 100% of your includible compensation, whichever is less.  Individuals age 50 or older may contribute to their plan, up to $30,000. 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 appopriate 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 qualifying 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 $20 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.