USA

Child Support Supervisor

locationStockton - California (CA), 95202

atSan Joaquin County

Estimated salary $4,595 - $5,585 a month

Job Description:

Introduction

The Department of Child Support Services is seeking qualified and motivated individuals for the role of Child Support Supervisor. This recruitment will be used to fill one (1) current vacancy, as well as establish an eligible list which may be used to fill future vacancies.

The Child Support Supervisor is responsible for planning, organizing and supervising the work of Child Support Officers and related support staff. Encompassing all aspects of child support case management, with a focus on the supervision of subordinate CSO and support staff, incumbents are responsible for monitoring the performance of their assigned area. Child Support Supervisors also participate in the development of division policy and procedures, recommend cost-effective changes in operations, staffing and equipment; and they analyze problem cases to determine the most effective means of action. They serve as liaisons with other State and County agencies, resolve complaints concerning staff or cases assigned to them, and facilitate regular staff meetings and training sessions with assigned staff.

The ideal candidate will:

  • Display leadership promoting a positive customer service experience
  • Thrive in a fast-paced, ever-changing environment
  • Actively volunteer and participate in department meetings and committees
  • Bring a positive attitude and energy to the department and their team
  • Be a lifelong learner with a strong desire for continued professional development
  • Lead and inspire subordinates and fellow team members
  • Be dedicated to providing excellent customer service both to internal as well as external customers
  • Work collaboratively with peers and other agencies
  • Promote the mission and vision of the department
In addition, the ideal candidate will possess the following skills and abilities:

  • cultural competence
  • staff development
  • strong time management skills
  • strong analytical skills
  • ability to diffuse hostile situations
  • ability to prioritize, delegate and multitask
  • ability to interpret complex regulations and apply knowledge
  • ability to conduct crucial conversations with staff and peers
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.


TYPICAL DUTIES

  • Plans, assigns, supervises, and evaluates the work of Child Support Officers and/or related support staff involved in the execution of child support cases; conducts training sessions and supervises on-the-job training; coordinates with other units within the agency.
  • Audits child support files for adherence to approved processes; monitors program statistics; prepares and/or implements recommendations based on finding of child support case files.
  • Participates in development of division policy and procedures; recommends cost effective changes in collection operations; designs forms; acts as liaison for computerization of Child Support files.
  • Recommends staffing and equipment for budget. Provides workload information for budget purposes.
  • Prepares correspondence; prepares a variety of reports, including statistical reports.
  • Analyzes problem cases to determine the most effective means of efficient collection; may personally handle more difficult aspects of specific cases; composes letters; responds to inquiries regarding accounts.
  • May testify in court.
  • May serve as a liaison with other State and County agencies.
  • Handles any complaints concerning staff or cases assigned to the team.
  • Holds regular staff meetings and training sessions to keep personnel informed of any procedural and/or regulatory changes involved in their work.

MINIMUM QUALIFICATIONS

NOTE: Supplemental application must be submitted with employment application.

EITHER PATTERN I

Experience: Two years of full time experience as a Child Support Officer II, or comparable class, in a California Child Support Department.

OR PATTERN II

Experience: One year of full time experience as a Child Support Officer III, or comparable class, in a California Child Support Department.

KNOWLEDGE

Principles and practices of employee supervision, evaluation and training; techniques for motivating employees; collection methods and procedures; techniques for effective interviewing; basic data processing reporting and information gathering procedures; basic record keeping; general office practices; principles of letter writing; laws and regulations pertaining to collection of support.

ABILITY

Assign and review work; guide and evaluate the development of subordinates; establish effective working relationships with others, and work collaboratively; effectively communicate orally and in writing (including spelling, vocabulary, sentence and paragraph structure); analyze staffing and equipment needs; interpret, apply and explain complex laws and regulations; make effective decisions.

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

Employees hired into this classification are members of a bargaining unit which is represented by SEIU 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 Pacific Union Dental. 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/Employee 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

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 $2080 annual limit); 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 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. Individuals under the age of 50 may annually contribute $18,000 or 100% of their includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000 annually.

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, accruals, use, 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 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.

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 $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.

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 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 one year, but may be extended up to two additional years by the Civil Service Commission.

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

  • Rule of the Rank: The top three ranks will be referred for hiring interviews. If there are less than 5 names in the top three ranks the next rank is referred. 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.

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.

HOW TO APPLY

Apply Online:
www.sjgov.org/department/hr

By 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: (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.

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