Correctional Officer - Lateral - San Joaquin County California

This recruitment is being conducted to fill several Correctional Officer opportunities in the San Joaquin County Sheriff's Office and to establish an eligible list which may be used to fill future vacancies.

The San Joaquin County Sheriff’s Office is seeking highly motivated individuals who will play a critical role in the daily function and operations of the Custody Division. The Correctional Officer-Lateral candidate is a journey level position responsible for following clearly established procedures in receiving prisoners, maintaining discipline and preventing escapes. 

Typically, a candidate that has completed one of the following California Training Programs can be considered for a Correctional Officer - Lateral position:

• Adult Corrections Core Course

• Probation Officer Core Course (must complete STC Transfer Academy upon hire)

• Juvenile Corrections Officer Core Course (must complete STC Transfer Academy upon hire)

• CDCR Basic Academy Course (must have worked for CDCR within the last year & must complete STC Transfer Academy upon hire)

• Peace Officers Standards and Training (POST) Basic Academy Course (must have completed Academy within last 3 years or be actively using cert; must complete ACO Supplemental Core Course upon hire)

Under general supervision, performs general prisoner custody for inmates of County detention facilities; and does related or other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules.

Employees of this class are considered public officers as described in California Penal Code 831 and responsible for following clearly established procedures in receiving prisoners, maintaining discipline and preventing escapes.  Work is initially performed under close supervision, but as experience, knowledge and skill are gained, supervision becomes more general.  This class differs from that of sworn officer classes in that an incumbent of this class is not assigned duties within the scope of active law enforcement.  The Correctional Officer differs from the Correctional Trainee in that the latter is an entry level trainee class.

1. Receives prisoners from law enforcement officers for detention in County jail and honor farm; obtains information from prisoners; receives and records prisoners’ personal property; conducts searches, photographs and fingerprints prisoners and assigns them to cells.

2. Supervises work and personal activities of inmates including eating, bathing, recreation, and other daily activities; supervises prisoner counseling, work rehabilitation and therapy programs; transports low security inmates.

3. Releases prisoners from jail on proper authorization; returns prisoner’s clothing and other personal property.

4. Collects and dispenses prisoner clothing, maintains clothing, linen, and cleaning supplies inventories.

5. Examines packages, letters, and other articles coming into the jail for the prisoners; insures that all items conform to established policy; removes contraband.

6. Provides first responder care and treatment during medical incidents; arranges for advanced medical treatment.

7. Maintains records and reports of prisoner activities and conduct; utilizes data terminals for reporting, keeping records and obtaining information.

8. May lead other workers as assigned. and provide security for personnel providing services

9. May be assigned duties related to Training Officer, Classification Officer, Transportation Coordinator, K9, and Correctional Emergency Response Team.

Education: Graduation from high school or satisfactory completion of a G.E.D. test (scores must meet level established by Peace Officers Standards and Training Commission).

Licenses and Certificates: Possession of a valid California Driver's License.

SPECIAL REQUIREMENTS: :  (1) Be at least 18 years of age upon appointment;  (2) Meet minimum standards required for Peace Officers as set forth in Section 1029 and 1031 of the Government Code and Section 831 (c) of the California Penal Code;  (3) Pass background investigation conducted by Sheriff’s Office;  (4) Meet physical standards established for safety members;  (5) Must successfully complete a basic training course approved by the California’s Board of State and Community Corrections within the first 12 months of employment.

Basic human behavior; deviant behavior; basic mathematics; general computer skills; language use and mechanics; first aid.

Supervise inmates engaged in a variety of activities; store, issue and account for recreation equipment, clothing, cleaning supplies and other items;  understand and interpret rules and regulations;  keep records and prepare reports;  remain alert at all times and react quickly and calmly in emergency situations;  follow oral and written instructions;  effectively communicate; maintain confidence and emotional control; multi-task: establish and maintain effective working relationships with others;  learn to utilize data terminals as required.

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 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.

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/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.

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 if the distance traveled is in excess of 300 miles each way.

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.

Correctional Officer Supplement:  Employees in the classification of Correctional Officer assigned duties of Training Officer, Transportation Coordinator, Classification Officer, Clinic Officer and Correctional Sergeants specially assigned to Training, Discipline, and Classification duties shall receive a supplement of 5%.

Supervisor Supplement:  Correctional Sergeants shall receive a supplement of 1% of base pay for performing supervisory duties.  Correctional Sergeants who have completed ten (10) or more years of service as a Correctional Officer or Correctional Sergeant shall receive an additional supplement of 1% for a total supplement of 2% base pay.

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.

Uniform Allowance:  Employees in the classifications of Correctional Officer and Correctional Sergeant shall receive a lump sum uniform allowance of $1,100 on or about the pay day nearest December 1.  Effective December 1, 2009, the uniform allowance shall be increased to $1,200.

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 anapproved four (4) year College or University academic programmay be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year.

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.

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 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.   

Veteran’s Points:  Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service.  Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration.  Note:  A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination.

Acceptable wartime service dates:

• September 16, 1940 to December 31, 1946

• June 27, 1950 to January 31, 1955

• August 5, 1964 to May 7, 1975

• Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation.

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 period which shall not exceed a total of three years from the date established.

Certification/Referral:Names from the eligible list will be referred to the hiring department by the following methods.

• Rule of the Rank:The top rank or ranks of eligibles will be referred for hiring interviews.  The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher.  When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments.
• Rule of Five:  The top five names will be referred for hiring interviews.  This applies only to department or countywide promotional examination.
• Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department.

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.

Pre-Employment Drug Screening Exam:  Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment.  Final appointment cannot be made until the eligible has passed the drug screen.  The County pays for the initial drug screen.

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.

Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S.

Apply Online:       

www.sjgov.org/department/hr

By mail or in person:  

San JoaquinCountyHuman 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 towww.sjgov.org/department/hr/eeo.