Appraiser I
Company: San Joaquin County, CA
Location: Stockton
Posted on: June 19, 2022
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Job Description:
Introduction
This examination is being given to fill three vacancies in the
Assessor-Recorder-County Clerk's Office and to establish an
eligible list which may be used to fill future vacancies.
Pre-Employment Drug Screening and Background: Potential new hires
into this classification are required to successfully pass a
pre-employment drug screen and a background investigation as a
condition of employment. Final appointment cannot be made unless
the eligible has passed the drug screen and successfully completed
the background process. The County pays for the initial drug
screen.
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
Learns to make routine appraisals of real property; measures,
plots, and describes construction characteristics of residential
buildings; classifies structures according to quality of
construction, shape, and use; estimates construction costs and
depreciation according to published cost criteria; assembles and
analyzes sales, neighborhood and economic data relating to the area
in which work is being performed, and incorporates this analysis
into the appraisal; correlates the indicators of value obtained to
determine market value of real properties being appraised.
Learns to perform office duties relating to appraisals, such as
maintenance of forms, records, and computations.
May confer with property owners, contractors, real estate agents,
bankers, and others regarding building and land costs, sale and
resale values.
May investigate complaints, and report and make recommendations on
the basis of findings.
Attends training classes and seminars designed to prepare for State
Certification as an Appraiser for tax assessment purposes.
MINIMUM QUALIFICATIONS
Education: Graduation from an accredited four-year college or
university.
Substitution A: Experience within the last ten years in accounting,
auditing, appraising, building cost estimating, engineering, or as
a licensed real estate broker with full responsibility for buying,
selling, leasing, or managing real estate may be substituted for
the required education on a year-for-year basis.
Substitution B: Clerical or other work in the appraisal or auditing
process in a county assessor's office may be substituted for the
required education on the basis of three years of such experience
being equivalent to two years of education.
License: Possession of a valid California driver's license.
Certificates: A permanent Appraiser's Certificate issued by the
State Board of Equalization must be obtained by an employee in this
class within the first year of employment.
Note: Supplemental application must be submitted with employment
application.
KNOWLEDGE
Basic principles of clear writing; mathematics, including
percentages and ratios, fractions, and formulas for determining
areas and volumes; basic geometry; fundamentals of data
organization; how to read a map; and how to drive safely.
ABILITY
Work accurately; think systematically and apply good judgement;
maintain tactful, courteous, and friendly relations with the
public; understand the viewpoints of others; make oneself
understood verbally; read and understand job-related material;
write and print legibly; effectively utilize supervision and
training; and work conscientiously with minimum supervision.
PHYSICAL/MENTAL REQUIREMENTS
Mobility-Frequent operation of keyboards, sitting for extended
periods, standing for long periods, walking; Lifting-Frequently 20
pounds or less; Vision-Good vision; frequent reading and close-up
work; normal hand and eye coordination; Dexterity-Normal dexterity
with frequent writing and repetitive motion;
Hearing/Talking-Frequent hearing and talking on the telephone and
in person; Emotional/Psychological-Frequent public contact and
decision making; frequent concentration required; Special
Conditions-May require occasional overtime, weekend or evening
work.
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 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/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 $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 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.
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 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.
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.
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.
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 Abus
Keywords: San Joaquin County, CA, Stockton , Appraiser I, Other , Stockton, California
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