Submit your application along with any other required materials, by the final filing deadline indicated on the job announcement. Applications will be accepted in Human Resources prior to 5pm on the final filing deadline date (no exceptions).

The most qualified applicants will be invited to participate in the subsequent phases of the selection process consisting of one/a combination/or all of the following: initial screening process of all applications received, a written examination, practical examination, and oral interview process. Meeting the minimum requirements of the position does not guarantee the advancement in any phase of the selection process. Individuals must achieve a passing score in order to advance to the subsequent phases of the examination process. Final selection will be made from an eligibility list.

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Background Investigation and Pre-employment Medical Examination: Potential candidates will be subject to a complete background investigation and fingerprinting. The successful candidate having been offered employment is required to pass a city-paid pre-employment medical examination which includes TB testing and drug screening.

Americans with Disabilities Act (ADA): Please contact Human Resources on or before the filing deadline if special accommodations are necessary at any stage of the selection process. Every attempt will be made to consider your request (medical documentation must be provided upon request).

Immigration Reform & Control Act: In accordance with the Immigration Reform and Control Act of 1986, all potential employees will be required to provide proof of United State Citizenship or authorization to work in the United States.

Drug-Free Workplace Policy: In accordance with the Drug-Free Workplace Act of 1988, it is the objective of the City of San Pablo to maintain a drug-free workplace. Any applicant for City of San Pablo employment will be expected to behave in accordance with this objective because the use of alcohol and/or illegal drugs is inconsistent with the special trust placed in public employees.

The City of San Pablo is an Equal Opportunity Employer.  Qualified applicants receive equal consideration without regard to race, color, religion, sex, national origin, ancestry, age, marital status and disability, except where dictated by the requirements of the job.

Guaranteed Paid Time Off

Vacation
10 days minimum to 30 days maximum, per year; accrues from the first full calendar month of full-time employment; employees are required to have served 6 months of continuous service in order to be eligible for annual vacation leave.

Sick Leave
12 days per year; the City provides an Excellent Attendance Bonus from 1-3 additional vacation days per year based upon the number of sick leave used.

Holidays
13 legal holidays per year; 1 floating holiday per year.

Administrative Leave
Varies, based upon job per FLSA requirements.

Overtime Pay/Compensation Time Off
Varies, based upon job per FLSA requirements.

Bereavement Leave, Jury Duty Leave, Voting Leave, FMLA

Other Valuable Benefits

Social Security
The city does not participate in Social Security other than the Medicare portion mandated by law. For employees hired after April 1, 1986, the City pays the Medicare portion of 1.45% of an employee’s salary.

Worker’s Compensation
Provided to you in accordance with State Law; you receive a 90-day salary continuation from the date of injury.

Payment In-Lieu of Unused Vacation
Ability to cash out up to 5 days of accrued vacation leave every December of each year; may vary, check your MOU for details.

Computer Purchase/Loan Program
Up to $3,000 interest free loan towards the purchase of a computer or computer upgrades payable in 2 years. The Computer Purchase/Loan Program is available to full-time non-probationary employees who have worked for the City for at least one year.

Medical Coverage for Retirees
Employees, who retire under service retirement as regulated by PERS, receive medical coverage as specified by Resolution 89-06. The City pays a portion of a retiree’s monthly medical premium and is calculated at the time of retirement.

Deferred Compensation Plan
A voluntary retirement plan thru ICMA (tax deferred contributions up to the maximum allowed by the IRS).

Cafeteria Plan
Allows employees to reduce their taxable income by making voluntary contributions for reimbursement of IRS eligible expenses such as health care, childcare, elderly care, etc.

Voluntarily Term Life Life Insurance Coverage
Employees may purchase coverage voluntarily term life insurance coverage.

Sick Leave Sharing Plan for Catastrophic Illness or Injury
Benefits and procedures are outlined in the Memorandum of Understanding or Terms and Conditions of Employment.

Consolidated Omnibus budget Reconciliation Act (COBRA)
Federal Law provides employees and their qualified beneficiaries the option to continue health insurance coverage under the City’s health plan at their own expense for a period up to 18 months when a qualifying event results in loss of eligibility. Common qualifying events are termination, resignation, death of an employee, employee’s divorce or a dependant child loses eligibility. Under COBRA, the employee pays full cost of coverage plus and administrative fee.