District Attorney Investigator II - San Joaquin County California

This recruitment is being conducted to fill one full-time District Attorney Investigator II opportunity in the San Joaquin County District Attorney's Office and to establish an eligible list which may be used to fill future vacancies. 

District Attorney Investigator II is the journey level District Attorney Investigator. Incumbents conduct difficult investigations assigned to the District Attorney's Office. Work is performed with considerable independence, may involve an element of personal danger, and may entail long hours of work at unusual times of the day or night.

Effective June 30, 2025, employees shall receive a base wage increase of 4%.

Employees of the District Attorney Investigator series are statutory full-time peace officers and have a duty to act upon criminal violations occurring in their presence. Employees are peace officers as defined by Section 830.1 of the Penal Code.

****P.O.S.T Pay Supplements****

Each pay period, employees will receive the highest of the following supplements for which they qualify:

For employees in this unit on or before January 10, 2012:

Intermediate POST 3%

Advanced POST 11%

Advanced POST with 15 years of County Service 12.5%

Advanced POST with 24 years of County Service 15%

Up to 14 years of full time POST certified law enforcement experience from other

California law enforcement agencies may be used to qualify for the 24 years of San Joaquin County

service supplement.

For employees in this unit after January 10, 2012:

Intermediate POST 3%

Advanced POST 11%

Advanced POST with 15 years of County Service 12.5%

Pre-Employment Physical, Drug Screen and Background: Potential new hires into this classification are required to successfully pass a pre-employment physical examination, a pre-employment drug screen and a background investigation as a condition of employment.  Final appointment cannot be made unless the eligible candidate has passed the drug screen, physical and successfully completed the background process. The County pays for the initial drug screen and physical. 

Resumes will not be accepted in lieu of an application. A completed application must be postmarked or 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.

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)

• Conducts investigations of civil and criminal matters such consumer and welfare fraud, misconduct of public officials, homicides, embezzlement, suspected violations of corporate security laws and mental health matters; conducts investigations requested by the Grand Jury; and investigates failure to provide cases.

• Interviews and interrogates accused or suspected individuals and witnesses; examines court, police, public and governmental records needed for investigations; records and evaluates information obtained.

• Inspects crime scenes to locate, identify, assemble, preserve, record and evaluate information.

• Establishes and maintains contact with informants; gathers intelligence information concerning alleged criminal activities.

• Assembles and prepares evidence for presentation in court; assists attorneys in court; gives testimony in court.

• Analyzes and evaluates the results of investigations in light of recent court decisions; reviews reports of other law enforcement agencies to determine if all investigative avenues have been explored; detects defenses which may have been overlooked.

• Makes oral and written reports.

• Serves legal papers such as subpoenas, warrants and summonses; serves and executes extradition papers.

• Assists in coordinating the investigative activities of the District Attorney's Office with local, state and federal law enforcement agencies.

• Negotiates and arranges for repayment of fraudulently obtained funds.

• As assigned, acts in mutual aid situations, which may include active law enforcement duties; makes arrests; works in an undercover capacity.

• May supervise others.

EITHER I

Experience:  One year of experience equivalent to a District Attorney Investigator I in San Joaquin County service.  

OR II

Experience:  Five years of experience as a peace officer in a public law enforcement agency including two years performing felony investigations in an investigative unit.

Substitution:  Completion of 60 semester units in police science, criminology, sociology, psychology, or closely related curriculum may be substituted for the required general law enforcement experience on a year-for-year basis to a maximum of two years.

License:  Possession of a valid California driver’s license.

Certificates:  Possession of an Intermediate P.O.S.T. Certificate (or proof of eligibility for such certificate) including or supplemented by successful completion of approved courses in Powers of Arrest and use of firearms in accordance with Penal Code Section 832.  Such courses must have been approved by the California Commission on Peace Officers Standards.

Techniques, methods, and procedures used in crime detection and criminal investigations; rules of evidence, arrest and court procedures; interviewing techniques and procedures; civil and criminal laws and ordinances in effect in the County; techniques of securing, evaluating, and preparing evidence and exhibits for trial; search and seizure; service of legal papers; legal rights of citizens; firearms safety.

Gather, assemble, analyze, and evaluate facts and evidence; interpret and apply applicable legal provisions; obtain information through interrogations and observations; draw logical conclusions and make proper recommendations; analyze situations and adopt effective courses of action; prepares comprehensive reports on investigations; learn to operate specialized investigative equipment; express oneself clearly and concisely, both orally and in writing; establish and maintain effective working relationships with other investigators, law enforcement officials, the public and others.

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. 

Safety Retirement:  Employees in the classification of DA Investigator I or II are Safety Members in the San Joaquin County Retirement System. 

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 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. 

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. 

Standby Pay:  Employees designated by appointing authority to be in standby status are compensated at 20% of their regular hourly rate.  Employees in the District Attorney Investigator series designated to the rotation of standby duty for purposes of implementing the Officer Involved Critical Incident Protocol shall regularly be assigned a take-home County vehicle in lieu of standby pay for as long as the Protocol exists. 

P.O.S.T. Pay: Employees who hold an Intermediate POST Certificate and do not possess an Advanced POST certificate shall be compensated at a bi-weekly dollar amount of $84.80.  Employees who possess an Adnvanced POST Certificate  shall be compensated at a bi-weekly dollar amount of $283.20. 

Pre-Employment Physical Exam:  If required, will be conducted at Dameron Hospital at no cost to the employee. 

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

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.