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The Child Protective Services Worker I/II classification series performs casework in the most challenging social service areas. Child Protective Services Workers I/II demonstrate complex social services techniques and expertise in their respective cases. Casework is generally in the areas of adoptions and protective services. The responsibilities may include authorizing the provision of services and, in some cases, directly providing such services. The eligibility list generated from this recruitment will be used to fill full-time permanent, part-time permanent, limited term, and extra help vacancies for up to twelve months.  It may be preferred that some vacancies are filled with candidates who are bilingual Spanish, based on the needs of the CWS division.   Title IV-E graduate students who will graduate in the next few months are strongly encouraged to apply.  Vacancies may be filled at either the I or II level.  Child Protective Services Worker I salary is as follows: $37.40 - $44.79 Hourly $2,992.00 - $3,583.20 Biweekly $6,483.00 - $7,764.00 Monthly $77,792.00 - $93,168.00 Annually Child Protective Services Worker II salary is as follows : $40.13 - $48.18 Hourly $3,210.40 - 3,854.40 Biweekly $6,956.00 - $8.351.20 Monthly $83,472.00 - 100,214.40 Annually The Recruitment Process: 1. Application are due by 5:00 P.M. on Friday, November 30, 2018. 2. Candidates will be screened for minimum qualifications during the week of December 3, 2018. 3. Candidates that meet the minimum qualifications will have their supplemental questions scored by Subject Matter Experts the week of December 10, 2018. Only the most qualified from the scoring of supplemental questions will be invited to the Oral Panel Interviews. 4. Oral Panel Interviews will tentatively take place the week of January 7, 2019.  Human Resources will notify you via email to invite you to self-schedule yourself for an interview. 5. Only the most qualified candidates from the scoring of the supplemental questions and Oral Panel Interviews will be placed on the eligibility list and referred to the hiring manager for further consideration.  Human Resources reserves the right to make changes to the recruitment process and schedule at any time.

Napa County is currently recruiting for the position of Director of Corrections. Please apply directly online by clicking the "apply" button at the top of this announcement. Candidates must attach a cover letter (addressed to Vincent James, Human Resources Analyst, a resume, and three-five professional references. For more information, please click on the Director of Corrections   Recruitment Brochure link under Featured Recruitment Opportunities  at the top of this page or click here . To view the full class specification, click here .

This recruitment is being conducted to fill three full-time vacancies in the Mental Health Division of the Health and Human Services Agency. There is currently one vacancy in the Access Unit (bilingual required), one vacancy in the Adult Full Service Partnership Unit (bilingual preferred), and one vacancy in the Children's Full Service Partnership Unit (bilingual required). The list established by this recruitment may be used to fill future full-time, part-time, limited term, and extra help vacancies (both bilingual and non-bilingual) for up to one year. Napa County regular employees (permanent part-time and full-time) assigned to positions that require bilingual communication skills, and who pass the bilingual assessments, are eligible to receive a bilingual pay differential of up to $60 biweekly, in addition to their regular pay. Mental Health Worker II - Mental Health Worker II is the advanced journey level in the series and incumbents work under limited supervision and handle the more difficult assignments including provision of a wider array of behavioral health services. Positions in this class are assigned responsibility for outreach, intake, assessment, placement, service intervention, and general counseling to individuals and families with varying levels of need. The responsibility includes providing daily back-up and other support for Human Services entry programs.   Our Units: The Mental Health Access Unit is the first point of contact for individuals trying to engage or re-engage in mental health services. A mental health clinician conducts a Comprehensive Mental Health Assessment to determine if the individual qualifies for mental health services, and refers individuals to appropriate treatment and/or community resources.  The Access Unit provides assessment services to children, adolescents, transitional age youth, adults and older adults seeking mental health services for the first time, or returning to services. Role of the Mental Health Worker in the Access Unit (bilingual required) Provide case management and rehabilitation services to individual and families who have already received a comprehensive assessment from Access and are waiting to be connected to county services. Complete initial Client Financial Reviews (CFR) and annual CFRs for current clients. Screen adults either over the phone or in person to determine if they should receive a MH assessment at Napa County Mental Health or be referred to other community resources. Help outreach and engage individuals that are having difficulty accessing our services. DOCUMENTATION: Responsible for the maintenance of a complete and accurate client record, including both clinical and administrative documentation.  Knowledge/competence using electronic health record and databases.  Complete documentation in accordance with timeliness, and agency policies, Medi-Cal regulations, and compliance standards.   The Children's Full Service Partnership (CFSP) program is designed to assist underserved, at-risk children and youth ages 5-18, who would benefit from intensive case management services. Children and youth who are served are those who suffer from a serious emotional disturbance and demonstrate problems with functioning in the following areas, school, home, community and with peer relationships. The CFSP team provides assistance in addressing the child's and youth's emotional and mental health needs.  Using a wraparound model, efforts are based in the community and encourage the family's use of their natural supports and resources.  This process of working with the child, family and the CFSP team occurs through periodic and frequent contact at home, at school, or in the community in order to address the child's emotional, social, academic and familial needs. Role of the Mental Health Worker in Children's Full Service Partnership unit (bilingual required) DIRECT REHABILITATION & COLLATERAL SERVICES: Provide needed social and behavioral skill building rehabilitation services as a directed in the WRP to improve, restore or maintain individuals' functional skills.   Provide collateral services to families and identified significant support persons as a process to help the child/youth meet stated WRP objectives and to improve the understanding and required support needed for the child/youth's mental health recovery and skill building.  Provided crisis intervention as needed and mental health stabilization services. CASE MANAGEMENT/CARE COORDINATION: Arrange, coordinate, and monitor appropriate mental health and supportive services.   Provide advocacy and resource development.  Collaborate and consult with other agencies and community providers (e.g., Child Welfare, Juvenile Probation, schools, community base organizations) towards integration of services and resources.  Hospital liaison duties, including placement planning, discharged from psychiatric hospitalization and coordination of post hospitalization services. DOCUMENTATION: Responsible for the maintenance of a complete and accurate client record, including both clinical and administrative documentation.  Knowledge/competence using electronic health record and databases.  Complete documentation in accordance with timeliness, and agency policies, Medi-Cal regulations, and compliance standards. ADMINISTRATION/UNIT OPERATIONS: Proactively carry out administrative projects.  Participate in clinical care conferencing, trainings, and engage in appropriate supervision and self-improvement.  Work toward the identified goals and operations of Napa County HHSA.  Keep current with evidence base practices and research in the mental health field. The Adult Full Service Partnership program provides wrap around mental health case management services to homeless or at risk of homelessness adults between the ages of 18-59.  The program uses a "whatever it takes" model and incorporates evidence based practices to provide services that support individuals reaching their mental health recovery and life goals. Role of the Mental Health Worker in the Adult Full Service Partnership Unit (bilingual preferred) Provide culturally competent, intensive, wrap around mental health case management and individual rehabilitation services for adults who have been recently psychiatric hospitalized and/or in a crisis residential treatment program. Provide services to the community such as outreach, education, training, crisis response, and disaster support related to mental health. Collaborate with Community Based Organizations to coordinate care for program participants . Provide linkage to HHSA resources for individuals with mental health needs - including Self Sufficiency, Alcohol and Drug, Public Health, etc. DOCUMENTATION: Responsible for the maintenance of a complete and accurate client record, including both clinical and administrative documentation.  Knowledge/competence using electronic health record and databases.  Complete documentation in accordance with timeliness, and agency policies, Medi-Cal regulations, and compliance standards.  The Recruitment Process 1.  Applications are due by 5:00 P.M. on Monday, November 19, 2018. 2.  Applications will be screened for minimum qualifications the week of November 19, 2018.   3.  Candidates that meet the minimum qualifications will have their supplemental responses scored by subject matter experts the week of November 26, 2018. The most qualified applicants from the scoring of the supplemental questions will be invited for an Oral Panel Interview. 4. Oral Panel Interviews are tentatively scheduled to take place the week of December 10, 2018. Only the most qualified candidates from the interview process will be placed on the eligibility list and may be considered to fill positions for up to one year. The Human Resources Department reserves the right to change the recruitment process at any time. Retirement Formula: Napa County provides a defined benefit retirement plan through the California Public Employees' Retirement System (CalPERS) and offers retirement formulas as follows: If you have never worked for Napa County - You are eligible for either 2.0% @ 60 or 2.0% @ 62, depending on individual circumstances. If you previously worked for Napa County -Please contact the Benefits Administrator at Napa County Human Resources to determine if you're eligible for the 2.5% @ 55 formula, which depends upon several factors.  Otherwise, you will be eligible for one of the two formulas above.   Also, please note that Napa County employees do not pay into Social Security.  For questions, please call Napa County Human Resources at (707) 253-4303.

This recruitment is being conducted to fill one full-time immediate vacancy. We do anticipate additional vacancies within the next  four to six months. The list established by this recruitment may be used to fill future full-time, part-time, limited term, and extra help vacancies for up to one year. The Public Works Accounting Assistant provides accounting and analytical support to one or more divisions of the Public Works Department. Duties entail but are not limited to: billing, accounts payable, accounts receivable, journal entries, ad hoc reporting, budget to actuals analysis, analysis of operating data, reconciling accounts, reconciling systems, and maintaining the departmental project costing structure. The Public Works department is fast-paced and work assignment priorities change rapidly. The ideal candidate will have the ability to adapt to changing work assignments while keeping within deadlines. The position also requires the ability to communicate complex fiscal information to individuals of various professional backgrounds, such as managers, engineers, department analysts, and accounting professionals.   The Recruitment Process 1.  Applications are due by 5:00 P.M. on Friday, November 30, 2018. 2.  Applications will be screened for minimum qualifications the week of December 3, 2018.   3.  Candidates who meet the minimum qualifications will have their supplemental responses scored by subject matter experts the week of December 10, 2018. 4. The most qualified applicants from the scoring of the supplemental questions will be invited for online assessments. Scores on the assessment will determine who will be invited to participate in the Oral Panel Interviews. 5. Oral Panel Interviews are tentatively scheduled to take place the week of January 7, 2019. Only the most qualified candidates from the interview process will be placed on the eligibility list and may be considered to fill positions for up to one year. * Depending on the volume of applicants, additional assessments may be included in the selection process. The Human Resources Department reserves the right to change the recruitment process at any time.

Veterans' Preference Applicable for this Position and will be applied by the Napa County Sheriff's Office. A Deputy Sheriff II is responsible for law enforcement, crime prevention, patrol of assigned areas and enforcement of State and Local laws. Deputy Sheriffs do not rotate into the jail. Additional Pay Incentives Available: HIRING BONUS:   Newly hired Deputy Sheriff II will receive $5,000. $1000 of the hiring bonus will be paid in the second pay period of employment. $4000 bonus will be paid upon successful completion of probation period.   ADVANCED VACATION ACCRUAL PROGRAM POLICY : The Advanced Vacation Accrual Program gives lateral transfers that are coming from other agencies credit for their years of continuous service at a city, county (other than Napa County), special district, state or federal government agency.   LOAN FORGIVENESS PROGRAM:  Applicants that attended and received a degree (Associate's or Bachelor's) consisting of a minimum of 60 credits/units at a regionally accredited school by the Council of Regional Accrediting Commissions are eligible to receive a payment up to $20,000 (or $30,000 if certified bilingual by Napa County) towards student loan(a).  Loans must be existing loans, which the employee can prove they held as of their hire date and was borrowed while attending the accredited institution during the time the degree was earned.  All payments will be made directly to the student loan lender once appropriate verifications have been made.   EMPLOYEE REFERRAL BONUS:   County employees who refer a candidate for Deputy Sheriff will receive a recruitment bonus of $750 upon the successful completion of a one year probationary period. Employee's names must be listed on the candidate's application prior to submission. EDUCATIONAL REIMBURSEMENT:  County employees are eligible for reimbursement up to $300 per fiscal year for tuition and books upon successful completion of County approved college or university courses or other courses directly related to the candidate's job duties.  BILINGUAL PAY:  For bilingual speaking skills, Deputy Sheriffs are eligible to receive $60 for Level I and $80 for Level II, per pay period, upon the recommendation of the hiring manager.    Recruitment Process: 1. Application review for minimum qualifications and oral panel interviews will be conducted on a periodic basis. The dates for Oral Panel Interviews will be provided with advanced notice. Agility testing may be required in the selection process. 2. Only the most qualified candidates based on the minimum qualifications, certifications and supplemental questions will be invited to Departmental Oral Board Panel Interviews.   Human Resources reserves the right to make changes to the recruitment process and schedule at any time.

The Social Worker III in Child Welfare Services will perform casework, under supervision, in Emergency Response, Continuing Services, Resource Family Approval, or Family Preservation Services. The Social Worker III will have the opportunity to develop skills in several different program areas in Child Welfare Services. The eligibility list generated from this recruitment will be used to fill full-time permanent, part-time permanent, limited term, and extra help vacancies for up to twelve months.  It may be preferred that some vacancies are filled with candidates who are bilingual Spanish, based on the needs of the CWS division. THE RECRUITMENT PROCESS 1. Applications are due by 5:00 P.M. on Friday, November 30, 2018. 2. Candidates will be screened for minimum qualifications during the week of the week of December 3, 2018. 3. Candidates who meet the minimum qualifications will have their supplemental questions scored by Subject Matter Experts the week of December 10, 2018.  Only the most qualified from the scoring of supplemental questions will be invited to the Oral Panel Interviews 4. Oral Panel Interviews will tentatively take place the week of January 7, 2019. Human Resources will notify you via email to invite you to self-schedule yourself for an interview. 5. Only the most qualified candidates from the scoring of the supplemental questions and Oral Panel Interviews will be placed on the eligibility list and referred to the hiring manager for further consideration.  The Human Resources Department reserves the right to change the recruitment process at any time.

This recruitment is being conducted to fill one full-time vacancy in the Treasury or Tax Unit of the Treasurer-Tax Collector Department. The list established by this recruitment may be used to fill future full-time, part-time, limited term, and extra help vacancies for up to one year. An Account Clerk II performs responsible direct customer service and clerical work in one or more financial areas: cashiering, receivables, statistical reporting, preparation and maintenance of journals, ledgers, and other financial records in an accounting system.  This position answers property tax questions for the public and assists in preparing and distributing property tax bills and other related correspondence as well as processing property tax payments. The ideal candidate will have direct customer service experience, will be detail-oriented and will possess the following attributes: Excellent customer service skills (face-to-face, telephone and written communications). Cash handling and balancing skills Ability to work in a fast-paced, quickly changing work environment Ability to work collaboratively as a member of the team Flexibility and adaptability when performing work assignments while keeping within pre-established deadlines. T he Recruitment Process: 1. Application screening for the minimum qualifications is tentatively scheduled for the week of November 19, 2018. 2. Supplemental Questions Screening is tentatively scheduled for the week of November 19, 2018.  Subject matter experts will review and score responses to the supplemental questions for those applicants who pass the minimum qualifications screening. Only the most qualified from the scoring of supplemental questions will be invited to the Oral Panel Interviews.   3. Oral Panel Interviews are tentatively scheduled for the week of December 10, 2018. Human Resources will notify you via email to invite you to self-schedule yourself for an interview. 4. Only the most qualified candidates from the scoring of the supplemental questions and Oral Panel Interviews will be placed on the eligibility list and referred to the hiring manager for further consideration.   Human Resources reserves the right to make changes to the recruitment process and schedule at any time.

This recruitment is being conducted to fill one full-time vacancy. The list established by this recruitment may be used to fill future full-time, part-time, limited term, and extra help vacancies for up to one year. The Building Division is responsible for managing the construction permitting process. This process includes general public information, plan submittal, plan review, permit issuance, inspection and document retention. The Building Division is also charged with the task of ensuring that all additional approvals required by both inside and outside entities are obtained prior to the issuance of a building permit as well as prior to receiving final inspection approval. The current vacancy is in the plans examining section which is responsible for those duties related to reviewing and approving building construction documents to ensure compliance with pertinent codes and ordinances; and to provide assistance to the public with respect to permit process, code application, and code interpretation. The department is currently seeking to enhance in-house plan check capabilities and is looking for a candidate with experience in plan review in any or all of the following areas: 1)Structural engineering components; 2) C.B.C Chapter 10 associated with means of egress and life safety; 3) C.B.C. Chapter 11B related to accessibility. Candidates with extensive experience specifically related to building structural design and earthquake engineering are highly desirable. In addition, plan review experience in applying life safety and accessibility provisions is also highly desirable. The Recruitment Process Applications will be collected and reviewed on a continuous basis, until a suitable candidate pool has been obtained. The Human Resources Department reserves the right to change the recruitment process at any time.

Veterans' Preference Applicable for this Position and will be applied by the Napa County Sheriff's Office The Deputy Sheriff I Academy Graduate will perform law enforcement and crime prevention work; patrol assigned areas and enforce State and local laws; and conduct investigations of misdemeanor and felony crimes. Be advised that the following requirements must be met in order qualify for the position: A Pellet-B T-Score of 45 or higher should be attached and submitted at time of application. The T-Score must be dated within the last 12 months from the date of application submission. T-Score must be on issuing Agency's letterhead with the date the Pellet-B exam was taken. Attachments that are cut and pasted from emails will not be accepted.        -OR- A certificate of Completion from a POST Certified Basic Academy issued no earlier than January 1, 2017 should be attached and submitted with your application.* *Applicants who are scheduled to graduate from the Academy after application submission will be required to submit your POST Academy Certificate before the completion of any background check. Additional Pay Incentives HIRING BONUS:   Newly hired Deputy Sheriff I will receive $5,000. $1000 of the hiring bonus will be paid in the second pay period of employment. The remaining $4000 bonus will be paid upon successful completion of probation period.   LOAN FORGIVENESS PROGRAM:  Applicants who attended and received a degree (Associate's or Bachelor's) consisting of a minimum of 60 credits/units at a regionally accredited school by the Council of Regional Accrediting Commissions are eligible to receive a payment up to $20,000 (or $30,000 if certified bilingual by Napa County) towards student loan(a).  Loans must be existing loans, which the employee can prove they held as of their hire date and was borrowed while attending the accredited institution during the time the degree was earned.  All payments will be made directly to the student loan lender once appropriate verifications have been made.   EMPLOYEE REFERRAL BONUS:   County employees who refer a candidate for Deputy Sheriff will receive a recruitment bonus of $750 upon the successful completion of a one year  probationary period. Employee's names must be listed on the candidate's application prior to submission. EDUCATIONAL REIMBURSEMENT:  County employees are eligible for reimbursement up to $300 per fiscal year for tuition and books upon successful completion of County approved college or university courses or other courses directly related to the candidate's job duties.  BILINGUAL PAY:  For bilingual speaking skills, Deputy Sheriffs are eligible to receive $60 for Level I and $80 for Level II, per pay period, upon the recommendation of the hiring manager.      The Recruitment Process :   1. Application review for minimum qualifications and oral panel interviews will be conducted on a periodic basis. The dates for Oral Panel Interviews will be provided with advanced notice. Agility testing may be required in the selection process. 2. Only the most qualified candidates based on the minimum qualifications, certifications and supplemental questions will be invited to Departmental Oral Board Panel Interviews.   Human Resources reserves the right to make changes to the recruitment process and schedule at any time. **Applicants who are currently enrolled in, but have not completed the California POST Basic Academy may be invited to the Oral Panel Interview, however, completion of the California POST Basic Academy is required before any conditional offer of employment. The Human Resources Department reserves the right to change the recruitment process at any time.

This recruitment is being conducted to fill one full-time vacancy in the County Counsel's Office of Napa County. The list established by this recruitment may be used to fill future full-time, part-time, limited term, and extra help vacancies for up to one year. Legal Secretary I is the entry-level secretarial class in the County Counsel's Office and Legal Secretary II is the experienced, journey-level secretarial class. An incumbent in this class may be responsible for a defined set of administrative procedures in a specific area of law. Based on the qualifications of the applicant pool, the County Counsel's Office may choose to fill this position at either the Legal Secretary I or II level. Legal Secretary I $23.64 - $28.16 Hourly $1,891.20 - $2,252.80 Biweekly $4,097.60 - $4,881.07 Monthly $49,171.20 - $58,572.80 Annually Legal Secretary II $25.81 - $30.71 Hourly $2,064.80 - $2,456.80 Biweekly $4,473.73 - $5,323.07 Monthly $53,684.80 - $63,876.80 Annually *The Legal Secretary I / II - Confidential is a confidential classification and qualifies for confidential pay which is $300 per month. THE RECRUITMENT PROCESS 1.  Applications are due by 5:00 P.M. on Friday, November 30, 2018. 2.  Applications will be screened for minimum qualifications the week of December 3, 2018.   3.  Candidates that meet the minimum qualifications will have their supplemental responses scored by subject matter experts the week of December 3, 2018. The most qualified applicants from the scoring of the supplemental questions will be invited for an Oral Panel Interview. 4. Oral Panel Interviews are tentatively scheduled to take place the week of December 17, 2018. Only the most qualified candidates from the interview process will be placed on the eligibility list and may be considered to fill positions for up to one year. The Human Resources Department reserves the right to change the recruitment process at any time.

Salary: Agricultural and Standards Service Worker I $23.41 - $27.83 Hourly $1,872.80 - $2,226.40 Biweekly $4,057.73 - $4,823.87 Monthly Agricultural and Standards Service Worker II $25.29 - $30.08 Hourly $2,023.20 - $2,406.40 Biweekly $4,383.60 - $5,213.87 Monthly An eligibility list is being established to fill current and future extra help vacancies for this position. This is a seasonal position. Generally, seasons run from February/March through September/October. We have immediate need for the current 2018 season. Opportunity to return for subsequent seasons may be available and is dependent upon program needs. The Agricultural & Standards Service Worker I/II - Extra Help will assist the staff by performing a variety of assigned support tasks related to inspections, violations and report writing. This position requires punctuality and strong continuous attendance. Schedule flexibility during the season is minimal. RECRUITMENT PROCESS 1. Final application submission deadline is November 26, 2018. 2. Review and scoring of the Supplemental Questions will be completed by departmental subject matter experts (SME) periodically over the opening of this recruitment. Those who successfully complete the SME review may be contacted for departmental interviews. 3. Departmental Interviews will take place at a later date determined by the department. Only the most qualified candidates will be referred to the department. The Human Resources Department reserves the right to change the recruitment process at any time. 

Napa County is currently accepting applications for the position of Staff Assistant - Board of Supervisors. Please apply directly online by clicking the "apply" button at the top of this announcement. Candidates must: 1. Attach a cover letter (addressed to Molly Rattigan, Deputy County Executive Officer), a resume and five professional references, and 2. Respond to the three supplemental questions attached to the application. Failure to complete Steps 1 and 2 will result in rejection of application. For more information, please click on the brochure link below: www.napacountycareers.com

The Sheriff Records Technician I/II is a flexibly-staffed position that performs a wide variety of clerical and technical duties in support of the Sheriff's Records Division; processing of warrants, crime reports, and other related law enforcement matters; provides information to law enforcement personnel and to the general public. This position would required working nights, weekends, holidays and/or rotating shifts. The Sheriff's Office is currently recruiting for 1 (one) vacant position. The eligibility list created from this recruitment will be used to fill current and future full-time, part-time, limited term, and extra help vacancies that may occur over the next 12 months. Sheriff's Records Technician Series Salary: Sheriff's Records Technician I: $22.60 - $26.83 Hourly $1,808.00 - $2,146.40 Biweekly $3,917.33 - $4,650.53 Monthly $47,008.00 - $55,806.40 Annually Sheriff's Records Technician II: $23.77 - $28.25 Hourly $1,901.60 - $2,260.00 Biweekly $4,120.13 - $4,896.67 Monthly $49,441.60 - $58,760.00 Annually The Recruitment Process: 1. The final filing period for this position is 5:00 P.M., Friday, December 21, 2018. 2. A  mandatory Information Session will be held Saturday, January 12, 2019. Applicants will have an opportunity to meet with staff from the Sheriff's Records Division and receive information about the position as well as take part in a question and answer session. You will be invited under a separate email after the closing of the application submission step. 3. Candidates who successfully complete the Information Session will have their supplemental responses scored by subject matter experts the week of January 14, 2019. The most qualified applicants from the scoring of the supplemental questions will be invited for an Oral Panel Interview. 4. The most qualified candidates will be invited to participate in an oral panel interview, tentatively scheduled for January 29, 2019 - January 31, 2019. The Human Resources Department reserves the right to make changes to the recruitment process and schedule at any time