TYPICAL DUTIES

• Plans, organizes and directs, often through subordinate supervisors, the work of staff engaged in the analysis, design, implementation, programming, support and/or maintenance of information systems including mainframe, internet, network, client/server and/or desktop computer systems; coordinates the acquisition of hardware, software and related equipment; provides broad operational oversight in area(s) of assignment.
• Assures that production schedules and project deadlines are met; establishes work priorities and develops cost analyses; may serve as a project manager for both small and large scale projects; may coordinate and/or perform feasibility studies.
• Performs complex analytical studies; oversees the production of statistical, data and/or narrative reports and other documents; works with Human Resources, Labor Relations and other departments to provide data and reports for employer-employee relations purposes.
• Assists with Division policy development and implementation; researches and evaluates advances in information technology hardware and software including internet and/or web technology; develops and recommends County-wide standards for product evaluation and selection; reviews and recommends capital budget requests for equipment, staff and services; participates in Division budget preparation.
• Oversees system testing and quality control; meets and consults with customers and vendors regarding service delivery needs; coordinates problem solving, conflict resolution, escalations; responsible for disaster recovery; serves as technical resource for identifying complex problems with systems hardware, software and/or programs.
• Oversees staff development and training in assigned areas; may develop and/or present County-wide training programs on information technology issues; may perform training-related needs assessments and recommend County-wide training plans.
• Schedules and attends staff meetings; may serve on committees and task forces.

MINIMUM QUALIFICATIONS

Education: Graduation from an accredited four-year college with a major in computer science, communications, mathematics, accounting, public or business administration, or a related field.

Experience: Six years working in a government or comparably large information systems environment performing systems analysis, design, development and/or implementation, including two years of project management responsibility.

Substitution # 1: Possession of an approved information systems technology certificate, or completion of an approved information systems training course may substitute for all or part of the above required education. A list of approved certificates and/or courses shall be maintained within the Human Resources Department.

Substitution # 2: Additional qualifying experience may be substituted for the required education on a year-for-year basis to a maximum of two years.

KNOWLEDGE

Principles and practices of management, supervision and training; the operation and interrelated uses of information technology hardware and software, including mainframe, internet/web-linked, network, client/server and personal computer systems; connected systems; techniques of system analysis, design, development, implementation and management; principles and techniques of project control; principles and techniques of budgeting and customer service; organizational theory; capacities and limitations of hardware and software.

ABILITY

Ensure efficient utilization of manpower, equipment and system resources; define information technology objectives and parameters; evaluate importance and feasibility of project requests; coordinate priorities; analyze complex information and develop logical conclusions; participate in budget development; communicate effectively both orally and in writing; establish and maintain effective working relationships; assign, train and evaluate staff.

PHYSICAL/MENTAL REQUIREMENTS

Mobility-Constant operation of keyboards; frequent sitting for long periods, walking, standing for long periods; occasional pushing/pulling, bending, squatting and crawling, driving; Lifting-Frequently 5-30 pounds; occasionally 70 pounds or less; Vision-Constant use of good overall vision; frequent reading/close-up work; occasional color, depth, and peripheral vision; Dexterity-Constant repetitive motion; frequent writing; frequent grasping, holding, reaching; Hearing/Talking-Frequent talking/hearing in person and on the telephone; Emotional/Psychological-Constant decision making and concentration; frequent public contact; occasional working alone, working nights and traveling; Environmental-Frequent exposure to noise.

BENEFITS

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

Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

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 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. For members of this unit, the County shall make a contribution equal to 1% of the employee's base salary to the deferred compensation plan.

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: 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.

Confidential Unit Supplement: : Members of this unit shall receive a supplement of 10% of base salary.

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.

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 options.

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.

Note: County employees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the confidential unit shall have the option to either retain their existing cafeteria plan contribution amount or have a one-time option at time of hire of opting for the 10% unrepresented supplement in lieu of retaining their cafeteria allowance.

Selection Procedures

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 p