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 Interpreter/Translator I (English/Spanish) - Extra-Help - Santa Rosa, California, United States

   
Job information
Posted by: County Of Sonoma 
Hiring entity type: Other 
Work authorization: Existing work authorization required for United States
Position type: Direct Hire, Full-Time 
Compensation: ******
Benefits: See below
Relocation: Not specified 
Position functions: Translator
 
Travel: Unspecified 
Accept candidates: from anywhere 
Languages: Spanish - Fluent
 
Minimum education: See below 
Minimum years experience: See below 
Resumes accepted in: English
Cover letter: No cover letter requested
Job code: 721923602 / Latpro-3712151 
Date posted: Oct-19-2019
State, Zip: California, 95401

Description

The Sonoma County Probation Department seeks translators who are fluent in Spanish and English. Starting salary up to $20.51/hour,Plus,an additional $1.15/hour bilingual premium! Interpreter/Translators work at the Juvenile Justice Center and: Speak with Spanish-speaking clients over the phone and at the front desk Assist Probation Officers during interviews with Spanish-speaking clients and families Contact Spanish-speaking clients and families to schedule interviews Perform general clerical duties as needed Ideal candidates will have experience using English/Spanish bilingual skills to provide customer service and conduct client interviews. Fluent (reading, writing, conversation) Spanish is required for this position. Applicants who wish to be considered for a bilingual position must indicate their level of skill in the required supplemental questionnaire. An examination will be conducted prior to employment to a bilingual position to confirm level of skill in this area. EXTRA-HELP EMPLOYMENT Extra-help employees relieve or augment permanent staff. Intermittent, extra-help employees are not in the classified civil service and do not have property rights to permanently allocated positions. In addition, they do not receive most regular employee benefits such as: long-term disability insurance coverage; accrual of vacation; participation in the County retirement program; or eligibility to take promotional examinations. Intermittent, extra-help employees are limited in their employment to a maximum of 1,380 hours within any twelve month consecutive period. Extra-help employees who meet the eligibility requirements may qualify for a County contribution toward medical coverage. This employment list may also be used to fill future extra-help positions as they occur during the active status of this list. The Civil Service title for this position is Interpreter/Translator I. APPLICATION SUBMISSIONS REQUIRE THESUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Interpreter/Translator I Training and Experience: Any combination of training and experience which would clearly demonstrate possession of the knowledge and abilities listed. Completion of high school, coupled with a native knowledge of one or more specified languages, or an equivalent combination of education and experience is recommended.

License: Possession of a valid driver's license at the appropriate level including special endorsements, as required by the State of California, may be required depending upon assignment to perform the essential job functions of the position. Knowledge, Skills, and Abilities Knowledge of: English and other language syntax, grammar, spelling, punctuation, and terms.

Ability to: Retain and quickly interpret/translate information into English from one or more specified languages, and visa versa, in an accurate, clear, concise, and understandable manner to individuals with various educational and social backgrounds; accurately interpret/translate idioms and other peculiar language characteristics of a particular language; understand and carry out written and oral instructions; and establish and maintain harmonious work relationships with employees and the public.

Willingness to: Work with persons in a variety of environmental settings such as an acute care hospital, detention facility, mental health facility, detox center, welfare department, residence, and /or business office may be required; work days, evenings, nights, weekends and/or holidays may be required. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all your employers and positions held within the last ten years in the work history section of your application and should be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Jobwith the County of Sonomato review more detailed information about the application, examination, and department selection processes. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. The selection procedure will consist of the following examination: An Application and Supplemental Questionnaire Appraisal (pass/not pass) will be conducted to evaluate each applicant's combination of educational coursework, training, experience, knowledge, and abilities which relate to this position to ensure satisfaction of the minimum qualifications for this position. Candidates who possess the minimum qualifications for the position will be placed on an extra-help employment list and referred to the department. The department may contact candidates from the employment list who possess the most appropriate job-related qualifications for further consideration. BACKGROUND INVESTIGATION It is the policy of law enforcement/legal offices and departments, in the County of Sonoma, that job candidates complete a thorough background investigation process prior to employment. This policy is imperative in order to keep the department's employees and the public safe, and to maintain high standards in the law enforcement community. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. The background investigation will include a thorough assessment of a candidate's personal, employment, educational, criminal, and credit history. The investigation may include, but is not necessarily limited to: use of prescription and/or other drugs, reports from former employers, friends, family members, educational institutions, law enforcement agencies, credit reports, court reports, public records search, and/or other relevant sources. Candidates must be honest and forthcoming about information that may arise during the background process. Deception during any portion of this process is grounds for disqualification, even after employment. All candidates will be required to take a pre-employment medical examination. The pre-employment medical examination will include drug testing as part of the medical examination for all applicants and for all current employees who are offered employment with the Offices/Departments. Additionally, candidates may be required to take a pre-employment psychological examination. The results of these examinations and the background investigation shall be confidential and shall not be available to the candidate for review. Failure to pass the background investigation will eliminate a candidate from the employment process. You may also review the Job Classification Screening Scheduleto determine the requirements for this position. Issues that arise during the investigation process will be assessed, and judgment and discretion will be used to determine the employability of the candidate. Where there is evidence of a candidate's past use of controlled substances, many factors shall be used to determine the employability of the individual such as pattern of use, kind of drug used, circumstances of the start of the drug use, treatment, behavior and attitude since discontinuance, etc. Please note that a history of using controlled substances does not result in automatic disqualification from the selection process. Prior to disqualifying any candidate whose profile falls within the provisions of the policy, the candidate shall be given the opportunity to present any and all evidence of mitigating facts which the candidate feels should be considered by the hiring authority. recblid 2qrdg0d5gg9ry1keuiodvabhmu8idp



Requirements

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