Retirement Financial Officer

Introduction

San Joaquin Employee Retirement Association is recruiting to fill a vacant Retirement Financial Officer position, a middle management position in the department. The Retirement Financial Officer plays a key role in the administration of SJCERA's operational budgets and is responsible for the accounting oversight of retirement investment accounts. In addition to the required experience and education, possession of a CPA is desired.



TYPICAL DUTIES

MINIMUM QUALIFICATIONS

KNOWLEDGE

Principles, practices, methods and techniques of accounting, financial management, public administration, office management and investment management; general provisions of the County Employees Retirement Act of 1937, the Public Employees Retirement System and other federal and state laws related to retirement; computerized data maintenance and processing as applied to general ledgers and financial documentation; financial forecasting; preparation of financial statements; principles and practices of management and supervision.

ABILITY

Plan, organize, supervise and direct the complex financial activities in a retirement organization; understand, interpret and apply complex legislation and regulations pertaining to public employee retirement; develop and implement complex accounting systems and financial controls; prepare and interpret various accounting statements and other financial records and reports; gather and analyze complex financial data; establish and maintain effective working relationships with County officials, employees, the general public and others.

PHYSICAL/MENTAL REQUIREMENTS

Mobility: Frequent operation of keyboards, sitting for extended periods; occasional walking, driving; Lifting - Frequently lift under 5 pounds; occasionally up to 30 pounds; Vision - Frequent use of good overall vision, reading/close-up work; Dexterity - Frequent writing; Hearing/Talking - Frequent hearing and talking on the telephone or radio and in person; Emotional/psychological - Constant decision making, concentration; frequent public contact; occasional working alone; Special conditions - May require occasional travel, weekend or evening work.

BENEFITS

Cafeteria Plan Benefits : San Joaquin County provides a comprehensive benefits package to its employees. The benefits include the option of three medical plans, two dental plans, a vision plan, life insurance, Flexible Benefits (125) Plan, and Deferred Compensation Plan. A Cafeteria Plan is offered with a cafeteria allowance in the amount of $707.78/bi-weekly ($1,533.52 per month, $18,402.28 annually), which can cover or partially offset premiums or contributions. Any amount not used for purchasing benefits is included as income. The total cafeteria payment is included when calculating retirement contributions and benefits.

Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Dependent coverage is available for all plans, with the employee paying a portion of the premiums.

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/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.

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 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 $16,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $22,000. 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.

Administrative Leave : Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees. Administrative leave may not be carried beyond to the next fiscal 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.

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

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. If a probationary employee in Classified Service, must have served twelve (12) continuous and consecutive months immediately prior to the final filing date. Qualifying service under this rule may have been in either the Classified service or in any combination of Classified Service and service under a public employment program.

3. Public employment program employees who have served at least twelve (12) continuous and consecutive months immediately prior to the final filing date are eligible to compete in promotional examinations for entry level classes or a class equivalent to their current public employment class. For the purpose if this rule, an entry level class is defined as the lowest class in each class series excluding classes designated as trainee classes in the class title.

4. Employees in the Classified Service who have six (6) continuous months’ service in trainee classes or entry level classes, as defined above, shall be eligible for promotional examinations to the next higher class in that same series.

5. Temporary, contract, or exempt employees who have at least six (6) months of full-time service with the County within the last twenty-four (24) months and are currently employed with the County immediately prior to the final filing date are eligible to compete in promotional exams for entry level or trainee classes.

6. Contract or exempt incumbents of positions which are converted to classified service are eligible to compete in promotional exams for the classes of positions which they occupy if they have served 2080 continuous and consecutive payroll hours (equivalent to one (1) year) in the same or related classes of positions as the promotional class immediately prior to the final filing date.

7. A Part-time employee who is actively employed (on payroll) and who has worked 2080 continuous and consecutive hours in a class that is above entry level may compete in promotional recruitment for that classification.

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

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.

Employees who 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 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.

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 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.


Click on a link below to apply for this position:
Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here. View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email, or apply for a job in person at the San Joaquin County Human Resources Division.

Closing Date/Time: 3/21/2025 11:59:00 PM

• 

• San Joaquin County

• 209-953-7325

Show more