Deputy Auditor-Controller I
San Joaquin County District Attorney's Office
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Benefits offered by this job
Job summary
San Joaquin County seeks a Deputy Auditor-Controller I to perform routine professional accounting and auditing tasks in line with prescribed standards. This full-time role requires passing background and pre-employment screening; filing is online only.
The position offers benefits including health, dental, vision, life insurance, retirement plans, and paid leave. Applicants must have a four-year degree in accounting and be able to obtain a California driver's license if required.
Qualifications
- Basic accounting and auditing knowledge applied to routine financial transactions.
- Ability to analyze and prepare routine financial reports.
- Familiarity with audit concepts and internal controls.
Responsibilities
- Performs routine professional accounting/auditing tasks.
- Learns to conduct internal audits and assist in audit planning.
- Maintains routine accounts and prepares financial reports for multiple funds.
- Reviews financial documents for accuracy and proper cost centers.
- Prepares journals and encumbrance records; computes tax amounts.
Skills
Education
Job description
Recruitment #0926-RB4101-01
Approximate Salary $5,561.25 - $6,759.73/month Opening Date 9/11/2026 09:00:00 AM Closing Date 9/25/2026 11:59:00 PM Employment Type Full-Time
Analyst Heidi Sharp
This examination is being given to fill 1 vacancy in the Auditor - Controller's Office and to establish an eligible list that may be used to fill future vacancies. Please be advised that Human Resources will only be accepting online applications for this recruitment. Resumes and paper applications will not be accepted in lieu of an online application. A completed application must be 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.
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
- Performs routine professional accounting and/or auditing work in accordance with prescribed standards and systems, performing the tasks necessary to meet all deadlines and information requirements of the department.
- Learns to perform internal audits of other County departments or related governmental agencies; participates in audits as assigned; learns to define scope and goals of proposed audit; learns to design audit plans; learns to research specific statutes and regulations pertaining to the department being audited; learns to perform detailed analyses of departmental financial operations utilizing standard auditing procedures; learns to identify problems and recommend solutions to appropriate staff and department personnel; may assist in the preparation of audit recommendations and reports.
- Analyzes and/or maintains routine accounts and related ledgers; helps prepare and provide figures and periodic accounting and fiscal reports to federal, state, and local agencies, private auditing firms, other County departments, or as required by governing agencies.
- Analyzes and/or maintains routine records of financial transactions of County funds, proprietary funds, school district funds, special district funds, and active trust and agency funds; ensures that all money received in the County Treasury is credited to the proper fund; details the source of revenue in accordance with predetermined revenue estimates.
- May review financial documents such as vouchers, requisitions, purchase orders, vendor invoices, contracts, and other fiscal documents for accuracy and completeness of information and to ensure that proper cost centers are charged, that expenditures are recorded in the proper classifications, and that purchases and other transactions by the department are proper and in accordance with their approved budget.
- Prepares routine journals and/or records of encumbrances of funds; computes property tax amounts and direct assessments according to tax rate formulas and arranges for posting of result to tax rolls.
- May help provide up-to-date, detailed cost accounting information to County departments to be used for budgeting and cost control purposes by that department, Federal or State agencies, or the County Administrator's Office.
- May direct clerical or technical personnel working on related projects; may prepare monthly, quarterly, or annual accounting and fiscal reports based on records maintained.
License: Ability to obtain a valid California Driver's License if required by nature of assignment.
Education: Graduation from an accredited four-year college or university with specialization in accounting.
Basic accounting and auditing theory, principles, and practices, and their application to a wide variety of financial transactions; basic laws, ordinances and regulations governing the financial operations of the County and its departments; basic principles of account classification; modern office management procedures, practices, and equipment, particularly as they apply to accounting operations.
Analyze and evaluate routine accounting and auditing problems; prepare routine financial reports; establish and maintain effective working relationships with County officials and other employees.
Mobility-Frequent operation of keyboards, sitting; occasional walking, standing and driving may be required; Lifting-Frequently 5 lbs. or less; Vision-Frequent use of good overall corrected vision; frequent reading and close-up work; Dexterity-Frequent writing and repetitive motion; Hearing/Talking-Frequent hearing and talking on the telephone and in person; Emotional/Psychological-Frequent public contact, decision making, concentration; may require occasional overtime, weekend or evening work.
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.
Equal Opportunity Employer
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.
Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021.
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.
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.
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.
- 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.
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).
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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 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.
- 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.
- 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 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.
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.
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.
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