Supervising Medical Examiner Investigator

This examination is being given to fill 1 vacancy in the Office of Medical Examiner (OME) department and to establish an eligible list to fill future vacancies.The initialcertification may be a OME Department promotionalcertification.Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.

Pre-Employment Drug Screening andBackground: Potential new hires into this classificationare required to successfully pass a pre-employment drug screen and a backgroundinvestigation as a condition of employment. Final appointment cannot be madeunless the eligible has passed the drug screen and successfully completed thebackground process. The County pays for the initial drug screen.

• Performs full-scope supervision to include planning reviewing and directing the work of staff responsible for conducting death investigations.
• Assigns cases and provides technical and procedural guidance in the field and office regarding problems that develop during investigations.
• Trains and coordinates training for subordinates in regard to investigative standards methods and techniques and departmental policies and procedures.
• Reviews and monitors reports and records of investigative findings and on-going cases for accuracy and completeness; reviews and signs death certificates amendments and related documents.
• Personally performs death investigations; prepares investigative analytical and statistical reports and correspondence.
• Communicates and coordinates with other departments and agencies service providers and involved parties as required; provides courteous high quality service to members of the public; acts as community liaison on behalf of the Medical Examiners Office.
• Identifies opportunities for improving service delivery methods and procedures; remains abreast of current regulations and best practices regarding death investigations; ensures appropriate resources are available to the work unit as needed.
• Assists in the development and administration of the department budget; submits budget recommendations; and monitors expenditures for the unit.

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 ().

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.

Employees hired into this classification are members of a bargaining unit which is represented bySEIU Local 1021.

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 also available.

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 employees 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 employees expense.

For more detailed information on the Countys benefits program visit our website at under Human Resources/Employee Benefits.

Life Insurance: The County provides eligible employees with life insurance coverage as follows:

1 but less than 3 years of continuous service: $1000
3 but less than 5 years of continuous service: $3000
5 but less than 10 years of continuous service: $5000
10 years of continuous service or more: $10000

Employee may purchase additional term life insurance 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 Law of 1937. Please visit the San Joaquin County Employees Retirement Association (SJCERA) at 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 $22500 or 100% of your includible compensation whichever is less. Individuals age 50 or older may contribute to their plan up to $30000.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.

Holidays:Effective July 1 2017 all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays accrualsuse and cashability of accrued time.

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 qualifying family member 2 additional days of accrued leave for death of employees 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.

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 childrens school activities.

Civil Service Rule 10 Section 3 Eligibility for Promotional Examinations

To compete in a promotional examination an employee must:

A. Meet the minimum qualifications of the class on or before the final filing date for filing applications.

B. Meet one of the following qualifying service requirements:

1. Have permanent status in the Classified Service.

2. Probationary part-time or temporary employees who have worked a minimum of 1040 hours in the previous 12 months or previous calendar year.

3. Exempt employees who have worked a minimum of 2080 continuous and consecutive hours.

C. Have a rating of satisfactory or better on the last performance evaluation.

D. If a person whose name is on a promotional list is separated (except for layoff) the name shall be removed from the promotional list of the action.

Employeeswho meet the minimum qualifications will go through one of 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 candidates 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 candidates 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 candidates application using the following criteria: education training and experience. Candidates will not be scheduled for the rate-out process.

OnlineWritten Exams: Written exams may be administered in-person online. Candidates will be notified of the examination date and will be responsible to complete the written exam per notice instructions. Candidates are required to read the Online Exam Guide for Test Takers prior to taking an online written exam.

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 prior to the examination date.

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 longer period which shall not exceed a total of three years for the date esblished.

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

• Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination.

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.

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.

Apply Online:

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:

Job Line:

For currentemployment opportunitiesplease callour 24-hour job line at .

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