Introduction

This department promotional recruitment is to fill four current vacancies in the Office of The County Counsel and to establish an eligible list which may be used to fill future vacancies.
To qualify, candidates must be currently employed by the San Joaquin County Office of The County Counsel and meet all eligibility requirements for promotional opportunities.

Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline.

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.

TYPICAL DUTIES

• Lead a group of professional and paraprofessional staff and personally handle complex legal research and analysis on a wide range of sophisticated issues; interpret and apply federal, state, and local laws, regulations, and court decisions to prepare detailed memoranda, briefs, pleadings, and legal opinions supporting strategic County legal interests.
• Represent and advise County departments, offices, and officials on complex civil legal matters, including precedent-setting situations and specialized areas such as land use, environmental law, labor relations and employment law, public safety, and administrative law.
• Serve as principal legal counsel on significant or sensitive matters, providing authoritative guidance to County executives and elected officials on legal risks, policy implications, and compliance with governance codes and statutes.
• Lead, supervise, and provide ongoing mentoring and professional development for assigned staff ensuring consistent quality and alignment with office standards in legal research, negotiation, and legal efforts.
• Coordinate and monitor progress and quality of legal work products, including that of outside counsel; provide direction and feedback to maintain high performance and efficiency.
• Assist in the coordination of specialized legal activities and workflows; oversee and represent the specialized legal areas in internal and external meetings or negotiations.
• Draft, review, and advise on complex legislative proposals, ordinances, resolutions, contracts, and legal documents, ensuring consistency with County policies and legal requirements.
• Participate in negotiations and resolutions involving the County, representing its interests in complex and high-profile matters.
• Ensure continuous adherence to the Code of Professional Responsibilities, and County Administrative Code, modeling professional ethics and standards across all work and client interactions.
• May perform limited supervisory and administrative functions in the absence of the Chief Deputy County Counsel.

MINIMUM QUALIFICATIONS

PLEASE NOTE: This is a departmental promotion. Qualified applicants must currently be employed with the San Joaquin County Office of The County Counsel and meet the promotional eligibility requirements as stated in Civil Service Rule 10, Section 3-Eligibility for Promotional Examinations.

Current active membership in the California State Bar.

AND EITHER PATTERN I

Experience: Eight years in the practice of law with at least two (2) years as a Deputy County Counsel IV in the San Joaquin County Counsel's Office.

OR PATTERN II

Experience: Eight (8) years in the practice of law, including at least four (4) years of civil practice, including litigation, handling government-related matters such as the Brown Act, Public Records Act, California Environmental Quality Act (CEQA), land use, employment law, labor law, the Lanterman-Petris-Short (LPS) Act.

KNOWLEDGE

Civil and procedural laws applicable to county government; principles, methods, and practices of legal research and analysis; strategies and techniques for litigation and negotiation involving complex cases; applicable federal, state, and local laws, regulations, ordinances, and governance codes relevant to county operations; responsibilities, powers, and statutory limitations of the County Counsel's Office; principles of supervision, leadership, and office management; legal document drafting, review, and general legislative proposal evaluation; basic computer skills and use of legal research tools, document preparation, and case management software necessary to support effective legal analysis and office functions.

ABILITY

Independently handle the most complex and demanding legal cases; Demonstrate flexibility in practicing a wide range of legal matters. Organize, analyze and evaluate facts, evidence, and precedents, and present such material orally and in writing in clear and logical form; draft, analyze and evaluate a variety of legal documents and instruments; identify and understand the effects that establishing precedent and offering legal advice has on previous, current, and possible future issues of the larger organization; operate computers and related software; plan, assign, and review work of staff; communicate effectively, both orally and in writing; establish and maintain effective working relationships with County and court officials, clients, employees, and the general public.

PHYSICAL/MENTAL REQUIREMENTS

Mobility - Frequent operation of computers; repetitive motion; sitting for extended periods; walking; occasional driving may be required; Lifting - frequently 5 pounds or less; occasionally 5 to 30 pounds; Vision - constant good overall vision and reading/close-up work; frequent color perception and use of eye/hand coordination; occasional use of depth perception and peripheral vision; Dexterity - normal dexterity with frequent writing and repetitive motions; Hearing/Talking - frequent hearing and talking on the telephone and in person; Emotional/Psychological -frequent decision making, concentration and public contact; occasional exposure to grief; Special Requirements-some assignments may require working weekends, nights, and/or occasional overtime.

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

Civil Service Rule 10 - Section 3 - Eligibility for Promotional Examinations

To compete in a promotional examination, an employee must