Parks Administrator

San Joaquin County is in search of an experienced leader to oversee the Parks and Recreation Division, a division of the General Services Department. The Parks Administrator is responsible for directing, organizing and staffing the full spectrum of Couty park services and activities, including community and visitor services, park maintenance, and park development.

As a senior manager the Parks Administrator will play a critical leadership role in the department and will have a strong foundation and understanding of Parks administration.

For more information about the position and the department, please view the recruitment brochure:

Parks Administrator

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.

Health Insurance:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of four medical plans: a Kaiser HMO plan, a Sutter Health Plus HMO plan, and two self-funded PPO plans called the Select Plan and 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 four dental plans:  Three through Delta Dental and one through United Health Care-Select Managed Care Direct Compensation Plan.  The County pays the full premium for all but one Delta Dental Plan (Buy-up), which the employee pays a slightly higher cost. Dependent coverage is available at the employee’s expense.

Vision Insurance:  The County provides two vision plan options through Vision Service Plan (VSP).  There is no cost for the base plan at employee only coverage. The buy-up plan option has a slightly higher cost. 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 

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. 

Section 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 and dependent care costs. Annual limits are set by the IRS and may change each year. 

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 $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. 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 $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.

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.