1. Manages the operations of a major criminal division; prepares, justifies and submits budget requests to the Department Head; monitors division expenditures; develops operational procedures; supervises division staff; assists the Public Defender in carrying out policy or development of policy.
2. Maintains liaison with administrators and representative of the Municipal Courts, Superior Courts, Probation Department, District Attorney Department, Sheriffs Department, local law enforcement agencies and judges; may make presentations to community groups upon request.
3. Communicates goals and objectives and encourages accomplishment; conducts staff training; reviews, monitors and assigns casework; participates in final selection of employees; evaluates performance; recognizes performance and achievement levels; recommends promotions, staff reassignments or discipline as appropriate and necessary.
4. Reviews incoming cases for attorney assignment; evaluates evidence and circumstances; conducts legal research; prepares cases for preliminary hearings, trials and conferences; appears in court to defend cases; maintains currency with civil and criminal law.
5. Coordinates inter-division activities; ensures proper maintenance and security of facility and inventory; may be assigned additional administrative and/or managerial duties.

SALARY POLICIES - The starting salary is ordinarily the first rate shown on the front of the announcement.  After satisfactory completion of approximately six months, a 5% salary advancement may be authorized.  Thereafter, further increases are possible upon completion of additional periods of six months, twelve months, and eighteen months, assuming satisfactory service.  Longevity, shift differential, bilingual, call back and stand by pay are provided for some classifications.  Effective December 1, 1998, all new hires are required to participate in the Direct Deposit Program.

HOLIDAYS & VACATIONS – Regular full time employees receive twelve paid holidays per year, and accrue vacation at the rate of twenty days per year.  

ADMINISTRATIVE LEAVE - Eligible regular full-time employee receive 80 hours of Admin Leave at the beginning of the fiscal year.  Any employee incumbent in an elgible position for less than one full fiscal year shall receive Admin leave on a pro-rated basis.

SICK LEAVE – Regular full time employees accumulate twelve sick leave days per year.

RETIREMENT - The county is a member of the Public Employee’s Retirement System (PERS), and benefits are coordinated with Social Security.  The County has reciprocity with all State PERS and County 1937 Act Retirement Systems agencies.  PERS retirement for miscellaneous employees is based on a formula of 2.7% @55 with both employee and employer contributing.  The County reports the employer’s contribution to PERS as salary, thereby increasing employees pay upon retirement. 

HEALTH BENEFITS - Employees and their dependents are eligible for vision and dental insurance with 100% of the cost paid by the County of Solano.  The County also participates in a cafeteria medical plan administered by PERS HealthCare (eligibility is dependent upon job classification). 

EMPLOYEE ASSISTANCE PROGRAM - An Employee Assistance Program is also available.

OTHER BENEFITS – Employees also may elect to participate in a deferred compensation and the credit union.  All County employees are eligible to purchase auto and/or home owners, renter insurance from Liberty Mutual Insurance.  This is a group policy and therefore receives substantial savings on premiums.  Life insurance is also available for employees only.

APPLICANTS WITH DISABILITIES: If you are a qualified individual with a disability, that is, someone who is able to perform the essential functions of the job, with or without reasonable accommodation, and need special testing arrangements, contact the Solano County Department of Human Resources at 707.784.4194, for a Request for Testing Accommodation by Applicants with Disabilities Form.  This form should be received in the Human Resources Department within 5 days from the final filing date of the recruitment.  A staff member will contact you and advise you how to proceed.

IMPORTANT: If you are a Solano County employee with a disabling condition, and are unable to perform the essential functions of your present position with or without reasonable accommodation, you may be eligible for preferential certification to an alternative position.  Please immediately notify the ADA Coordinator @ 707.784.4194 to initiate review of this option.

HIRING PROCEDURES - Depending on the number of qualified applicants received, the selection process may consist of a resume screening, written and/or practical exam, oral interview, or any combination. Candidates must be successful in each part of the examination. 

DRUG FREE WORKPLACE ACT – Depending on the applicant’s job class, prospective employees may be required to undergo a Urine Drug Test in accordance with the Solano County Alcohol and Drug Free Workplace Policy once a conditional offer of employment has been made. Solano County employees are subject to the provisions of the Drug Free Workplace Act of 1988 and the California Drug-Free Workplace Act of 1990.

MEDICAL EXAMINATION - Prior to appointment you may be required to pass a medical examination.  Candidates are encouraged not to quit or give notice to present employers until the medical examination has been completed and passed.

APPOINTMENT - At the time of appointment all candidates will be fingerprinted and required to execute an oath of allegiance to the United States and the State of California.  You will also be required to offer proof that you are a lawfully admitted alien or U.S. citizen.

DISASTER WORKERS - In accordance with Government Code Section 3100, County employees, in the event of a disaster are considered disaster workers and may be asked to respond accordingly.

The provisions of this bulletin do not constitute an expressed or implied contract.  Any provision contained in this bulletin may be modified or revoked without notice.