Clinical Social Worker II

San Joaquin County District Attorney's Office; French Camp (CA); On-site; USD 82,752 - 100,586; Full time

Job summary

San Joaquin County District Attorney's Office is seeking a Clinical Social Worker II to support patient care and discharge planning at San Joaquin General Hospital. The role requires a Master’s Degree in Social Work, a California Clinical Social Worker license, and a valid California driver’s license.

Duties include conducting social histories, participating in treatment planning, and coordinating with families and community agencies.

Qualifications

• Master’s degree in social work from an accredited program is required.
• Licensure as a California Clinical Social Worker is required.
• Possession of a valid California driver’s license is required.

Responsibilities

• Interviews patients and relatives to collect social histories for diagnosis and treatment planning.
• Participates in diagnostic conferences to aid treatment planning.
• Implements intensive social work treatment with individuals, families, and groups.
• Evaluates environments for patient discharge suitability and aids in adjustment to new settings.
• Acts as liaison between patients, hospital, family, and community agencies.

Education

Master’s Degree from an accredited school of social work

California license as Clinical Social Worker

California driver’s license

Job description

Clinical Social Worker II

Recruitment #0726-RS3042-AC

Approximate Salary $7,415.11 - $9,013.11/month

Opening Date 7/24/2026 12:00:00 PM

Closing Date Continuous

Employment Type Full-Time

Analyst Drew Spruell

This examination is being given to fill 2 vacancies in the San Joaquin General Hospital and to establish an eligible list to fill future vacancies. 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

• Interviews patients and relatives to collect and compile extensive social case histories for use by medical staff in diagnosis and determination of treatment and for use by social service personnel.
• Participates in diagnostic and technical staff conferences with other disciplines for treatment planning; interprets recommendations to patients and families.
• Implements intensive social work treatment with individuals, families and/or groups; may participate in collaborative treatment with professional members of other disciplines or other agencies.
• Makes pre-release evaluations; evaluates suitability of environment to which the patient will be released; assists patients in adjustment to new situations.
• Acts as liaison among the patient, hospital, family, and community agencies; interprets patient's needs and problems; assists patients in adjustment to new situations.
• Participates in training programs, including the teaching of social diagnosis and treatment methods, conducted for public and private community and social agencies.
• May provide consultation to other disciplines regarding case histories, patient's progress, plans for patient rehabilitation and related casework activities.
• Maintains records; prepares reports; writes correspondence.
• Participates in in-service training programs; may attend seminars or participate in coursework in order to develop and/or maintain professional skills.

Minimum Qualifications

• Education: Master’s Degree from an accredited school of social work.
• Experience: One year of post MSW social casework experience.
• License: Possession of a valid California license as a Clinical Social Worker. Possession of a valid California driver’s license.

Principles, practices and techniques of social casework; social and psychological aspects of physical and mental illnesses and current modern methods of treatment; social work placement methods and practices; values and standards of other health care professionals.

Establish and maintain effective therapeutic relationships with patients, families, physicians, social agencies, and others; prepare clear, concise, and comprehensive social casework records; analyze data and make appropriate conclusions; recognize and differentiate psychological and social problems within the individual; select interventions appropriate to patient'’ problem; summarize and describe patient’s problems to other health professionals.

San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org).

San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

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.
• 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 $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000. 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 appropriate 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 qualifying 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 $20 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

• 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 [phone] prior to the examination date.

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.

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

• 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.

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.

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.
• 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.

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.