New Hiring Incentives!
Earn competitive pay and incentive bonuses, while building a rewarding career that has real impact on the community.
ELIGIBLE SAN MATEO MEDICAL CENTER (SMMC) CAREERS
$30,000
SIGNING BONUS
- Case Management Nurse
- Clinical Lab Scientist I/II
- ER Nurse
- ICU Nurse
- Medical Surgical Nurse
- Supervising Adult Psychiatrist
- Supervising Physician
Eligible San Mateo Medical Center Careers
- Case Management Nurse
- Clinical Lab Scientist I/II
- ER Nurse
- ICU Nurse
- Medical Surgical Nurse
- Supervising Adult Psychiatrist
- Supervising Physician
Eligibility criteria and payment structure of the incentive is outlined below:
A. First-time external new hires into regular positions determined by the Human Resources Department as hard-to-fill; or current staff promoted internally or from other County departments into regular positions determined by the Human Resources Department as hard-to-fill are eligible for one of two incentive amounts as described below.
B. Incentive will not apply to:
a. Any persons who have already completed the examination process prior to effective date of this allowance, which is February 22, 2024, unless as part of the original Hiring Bonus Pilot.
b. Employees who are re-appointed into an applicable job class either by voluntary demotion/reinstatement or rehire/reinstatement.
C. Employees who voluntarily demote into a non-qualifying job class after receiving a portion of the hiring incentive will no longer be eligible for the program and shall forfeit the remainder of any future amounts.
D. Final determination of amount and eligibility to receive the incentive shall be the responsibility of the Human Resources Director or designee.
E. Eligible personnel must maintain satisfactory performance and meet all required training, probationary, and work requirements at each phase to qualify for this program. Failure to complete one of the phases required for each of the payment amounts as defined in Item G below will forfeit all future monetary incentives.
F. The hiring incentive amount will be prorated for part-time employees based on their full-time equivalent status.
G. The payment amounts and structure will be as follows, and applicable plan determined by the Human Resources Department:
a. Incentive Plan A – up to $30,000
i. Phase I: $10,000 disbursement upon starting employment into the regular hard-to-fill position.
ii. Phase II: $10,000 disbursement upon successful completion of the probationary period or after completing one year of continuous employment (2080 hours) in the regular hard-to-fill position, whichever is later.
iii. Phase III: $10,000 disbursement after three (3) years (6,240 hours) of continuous employment in the regular hard-to-fill position.
H. New hire must repay a pro-rated portion of the hiring bonus if employment in the hard-to-fill position is terminated within a 12-month period.
ELIGIBLE BEHAVIORAL HEALTH AND RECOVERY SERVICES (BHRS) CAREERS
$15,000
SIGNING BONUS
Eligible Behavioral Health and Recovery Services Careers
• Adult Psychiatrist – Effective date: October 11, 2023
• Community Mental Health Nurse – Effective date: October 11, 2023
• Psychiatric Social Worker I/II – Effective date: October 11, 2023
• Psychologist I/II – Effective date: March 27, 2024
• Marriage & Family Therapist I/II – Effective date: October 11, 2023
• Supervising Adult Psychiatrist – Effective date: December 20, 2023
• Child Psychiatrist – Effective date: February 7, 2024
• Supervising Child Psychiatrist – Effective date: February 7, 2024
Please see hiring incentive details below. Restrictions apply.
New hires into select hard-to-fill positions as recommended by the Department Head, may be eligible for a hiring incentive with approval from the Human Resources Director or designee. This incentive pay will be evaluated on an annual basis by Human Resources and the County Executive.
Eligibility criteria and payment structure of the incentive is outlined below:
A. First-time external new hires into regular positions determined by the Human Resources Department as hard-to-fill; or current staff promoted internally or from other County departments into regular positions determined by the Human Resources Department as hard-to-fill are eligible for one of two incentive amounts as described below.
B. Incentive will not apply to:
a. Any persons who have already completed the examination process prior to effective date of this allowance, which is stated above for each classification, unless as part of the original Hiring Bonus Pilot.
b. Employees who are re-appointed into an applicable job class either by voluntary demotion/reinstatement or rehire/reinstatement.
C. Employees who voluntarily demote into a non-qualifying job class after receiving a portion of the hiring incentive will no longer be eligible for the program and shall forfeit the remainder of any future amounts.
D. Final determination of amount and eligibility to receive the incentive shall be the responsibility of the Human Resources Director or designee.
E. Eligible personnel must maintain satisfactory performance and meet all required training, probationary, and work requirements at each phase to qualify for this program. Failure to complete one of the phases required for each of the payment amounts as defined in Item G below will forfeit all future monetary incentives.
F. The hiring incentive amount will be prorated for part-time employees based on their full-time equivalent status.
G. The payment amounts and structure will be as follows, and applicable plan determined by the Human Resources Department:
a. Incentive Plan B – up to $15,000
i. Phase I: $5,000 disbursement upon starting employment into the regular hard-to-fill position.
ii. Phase II: $5,000 disbursement upon successful completion of the probationary period or after completing one year of continuous employment (2080 hours) in the regular hard-to-fill position, whichever is later.
iii. Phase III: $5,000 disbursement after three (3) years (6,240 hours) of continuous employment in the regular hard-to-fill position.
H. New hire must repay a pro-rated portion of the hiring bonus if employment in the hard-to-fill position is terminated within a 12-month period.
ELIGIBLE HUMAN SERVICES AGENCY (HSA) CAREERS
$15,000
SIGNING BONUS
Eligible Human Services Career
- Children’s Services Social Worker III
- Psychiatric Social Worker I/II
Please see hiring incentive details below. Restrictions apply.
New hires into select hard-to-fill positions as recommended by the Department Head, may be eligible for a hiring incentive with approval from the Human Resources Director or designee. This incentive pay will be evaluated on an annual basis by Human Resources and the County Executive.
Eligibility criteria and payment structure of the incentive is outlined below:
A. First-time external new hires into regular positions determined by the Human Resources Department as hard-to-fill; or current staff promoted internally or from other County departments into regular positions determined by the Human Resources Department as hard-to-fill are eligible for one of two incentive amounts as described below.
B. Incentive will not apply to:
a. Any persons who have already completed the examination process prior to effective date of this allowance, which is January 1, 2024, unless as part of the original Hiring Bonus Pilot.
b. Employees who are re-appointed into an applicable job class either by voluntary demotion/reinstatement or rehire/reinstatement.
C. Employees who voluntarily demote into a non-qualifying job class after receiving a portion of the hiring incentive will no longer be eligible for the program and shall forfeit the remainder of any future amounts.
D. Final determination of amount and eligibility to receive the incentive shall be the responsibility of the Human Resources Director or designee.
E. Eligible personnel must maintain satisfactory performance and meet all required training, probationary, and work requirements at each phase to qualify for this program. Failure to complete one of the phases required for each of the payment amounts as defined in Item G below will forfeit all future monetary incentives.
F. The hiring incentive amount will be prorated for part-time employees based on their full-time equivalent status.
G. The payment amounts and structure will be as follows, and applicable plan determined by the Human Resources Department:
a. Incentive Plan B – up to $15,000
i. Phase I: $5,000 disbursement upon starting employment into the regular hard-to-fill position.
ii. Phase II: $5,000 disbursement upon successful completion of the probationary period or after completing one year of continuous employment (2080 hours) in the regular hard-to-fill position, whichever is later.
iii. Phase III: $5,000 disbursement after three (3) years (6,240 hours) of continuous employment in the regular hard-to-fill position.
H. New hire must repay a pro-rated portion of the hiring bonus if employment in the hard-to-fill position is terminated within a 12-month period.
ELIGIBLE LAW ENFORCEMENT CAREERS
$15,000
SIGNING BONUS
Eligible Law Enforcement Careers
• Deputy Sheriff Lateral
• Correctional Officer Promotion
• Deputy Sheriff Trainee
Please see hiring incentive details below. Restrictions apply.
New hires into select hard-to-fill positions as recommended by the Department Head, may be eligible for a hiring incentive with approval from the Human Resources Director or designee. This incentive pay will be evaluated on an annual basis by Human Resources and the County Executive.
Eligibility criteria and payment structure of the incentive is outlined below:
A. First-time external new hires into regular positions determined by the Human Resources Department as hard-to-fill; or current staff promoted internally or from other County departments into regular positions determined by the Human Resources Department as hard-to-fill are eligible for one of two incentive amounts as described below.
B. Incentive will not apply to:
a. Any persons who have already completed the examination process prior to effective date of this allowance, which is March 19, 2023, unless as part of the original Hiring Bonus Pilot.
b. Employees who are re-appointed into an applicable job class either by voluntary demotion/reinstatement or rehire/reinstatement.
C. Employees who voluntarily demote into a non-qualifying job class after receiving a portion of the hiring incentive will no longer be eligible for the program and shall forfeit the remainder of any future amounts.
D. Final determination of amount and eligibility to receive the incentive shall be the responsibility of the Human Resources Director or designee.
E. Eligible personnel must maintain satisfactory performance and meet all required training, probationary, and work requirements at each phase to qualify for this program. Failure to complete one of the phases required for each of the payment amounts as defined in Item G below will forfeit all future monetary incentives.
F. The hiring incentive amount will be prorated for part-time employees based on their full-time equivalent status.
G. The payment amounts and structure will be as follows, and applicable plan determined by the Human Resources Department:
a. Incentive Plan A – up to $30,000
i. Phase I: $10,000 disbursement upon starting employment into the regular hard-to-fill position.
ii. Phase II: $10,000 disbursement upon successful completion of the probationary period or after completing one year of continuous employment (2080 hours) in the regular hard-to-fill position, whichever is later.
iii. Phase III: $10,000 disbursement after three (3) years (6,240 hours) of continuous employment in the regular hard-to-fill position.
b. Incentive Plan B – up to $15,000
i. Phase I: $5,000 disbursement upon starting employment into the regular hard-to-fill position.
ii. Phase II: $5,000 disbursement upon successful completion of the probationary period or after completing one year of continuous employment (2080 hours) in the regular hard-to-fill position, whichever is later.
iii. Phase III: $5,000 disbursement after three (3) years (6,240 hours) of continuous employment in the regular hard-to-fill position.
H. New hire must repay a pro-rated portion of the hiring bonus if employment in the hard-to-fill position is terminated within a 12-month period.
Excellent Employee Benefits
The County offers an excellent benefits package that is available to spouses, domestic partners, and other dependents. Visit https://hr.smcgov.org/Benefits to learn more about our health, financial, retirement, voluntary, and work/life benefits.
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TO (650) 727-5333 TO LEARN MORE
Benefits At A Glance for Bargaining Units
Learning & Development Program
Work / Life Balance
Public Service Loan Forgiveness Program
Culture of Health
What Makes Working Here So Special?
Community Service
Regardless of your role or where you work, you can make a difference. You will have the great opportunity of impacting the future and improving the lives and wellbeing of San Mateo County residents.
Employee Engagement
Knowing that employees are our greatest asset, the County of San Mateo conducts an annual employee engagement survey. In 2014, 78% of employees ranked their experience working for the County as "very good/good" and 85% stated that they would recommend the County as a great place to work.
Opportunity to Grow
We believe in promoting from within and are committed to creating opportunities to cross train or rotate to challenging and changing work.
A Blended Workforce
Work in full-time, part-time, regular or limited term positions. Start with us as an intern, fellow or volunteer or join us as a contractor.
Our Workforce
We foster a workforce that’s just as diverse as our community. We believe this commitment produces the best results for our organization because our team is empathetic and understanding to our residents’ needs and backgrounds.
Learn more about our commitment to Diversity, Equity, and Inclusion at https://diversity.smcgov.org/