|
Recruitment Notice
A job flyer is prepared each time the Court recruits to fill a vacancy. The flyer contains basic information that should assist you in determining whether or not you feel qualified to apply. Additional information may be noted on the flyer regarding the type(s) of examination(s) that may be administered to determine the most qualified applicants. The flyer also briefly outlines the benefits of Court employment.
Frequently, the Court will also place employment ads in various newspapers announcing job openings.
Employment Application (Click here to Download Application)
A Shasta County Superior Court application form must be completed each time you apply. A resume will not be accepted in place of an application. Attach all information as required on the job flyer, such as copies of certificates, a resume, answers to supplemental questionnaires, etc. Applications are not accepted beyond the final filing deadline. Postmarks, emails, and faxes are not accepted.
Remember, the completed application is an example of your reading comprehension skills, your ability to follow directions, and your attention to detail. Review it carefully before submitting it for consideration. Always remember to sign your completed application. Job flyers and application forms may be obtained in person (Monday through Friday, 8:00 a.m. - 12:00 p.m. and 1:00 p.m. - 5:00 p.m.) at the Court Human Resources office, which is located at 1500 Court Street, Room 106, Redding, CA; at any time from this Web site; or mailed to you upon your request.
Employment Process
As an applicant, you will be participating in a step-by-step process by which we obtain the most qualified candidates for employment. The process may include various examinations that evaluate and objectively test each applicant's qualifications for the position. Possession of the stated minimum qualifications does not guarantee advancement in the selection process.
Shasta County Superior Court will accept applications only when conducting an active recruitment to fill a vacant position. We are unable to return unsolicited applications, resumes, and other employment-related materials. Currently, the only exception is for two positions (Court Services Assistant I and Deputy Marshal) that have a continuous recruitment.
Application Appraisal
All applicants are first screened to determine if they meet the "minimum qualifications" for the position. The appraisal committee looks to see if you have any degree, special training, or certificate required for the position. The committee also checks to see if you meet the experience qualifications. Application materials must be completed in sufficient detail and clarity to permit a comprehensive review and evaluation. For this reason, it is important that the dates of employment, length of employment, whether it was full-time or part-time employment, and number of hours worked per week be filled out completely for each job listed. All selection requirements must be met at the time of filing your application packet.
If you do not meet the minimum requirements, you will receive notification by mail within three weeks after the final filing date.
Supplemental Information
Supplemental information may consist of direct questions and/or essay questions that are either attached to the job flyer or mailed out to candidates to be returned as stated in the job flyer or other correspondence. They are used as an elaboration of your education and experience and provide information to the interview panel.
Typing Certificate
Applicants for certain clerical positions (e.g., Court Services Assistant, Judicial Secretary) are required to submit a valid typing certificate in order to demonstrate they meet the minimum typing requirements for the position. The job flyer will state if the position requires a typing certificate and the minimum typing speed required. Applicants who fail to provide a valid typing certificate will be disqualified from the selection process. The Human Resources Division will not be administering typing tests to applicants.
Shasta County Superior Court accepts typing certificates from educational institutions, employment agencies, social service agencies, and personnel departments. (Typing tests taken on the Internet will not be accepted.) The certification may be in the form of a certificate, letter, or test results form and must clearly state the following:
| 1. | Your name. |
| 2. | Name and telephone number of the issuing organization/agency and signature of the person administering the test. |
| 3. | Date the typing skills test was administered. |
| 4. | Duration of the typing skills test (minimum 5-minute typing test). |
| 5. | Gross words typed per minute. |
| 6. | Net typing speed (subtract 1 word per error from gross speed). |
Applicants must submit the typing certificate along with the Shasta County Superior Court application form at the time of filing. The typing certificate may be a copy. It must have been obtained within 12 months prior to the application closing date-there are no exceptions.
Written Examination
A written examination test utilizing multiple choice, matching, true/false, computation, and/or essay (narrative) questions may be administered. Applicants will be notified by mail of the date, time, and place to report for any written examination.
Applicants will be notified by mail of their written examination score, usually two to three weeks after the date of the examination.
Practical Examination
Applicants may be required to perform a series of simulated job tasks, which are representative of the duties of the position such as proofreading, dictation, prioritizing work from an in-basket, etc. These are usually administered shortly before or after the oral examination.
Oral Examination
The most suitably qualified candidates will be invited to an oral interview examination (oral board). An oral board is usually conducted by a multiple member panel. Before going to the interview, remember to review the job flyer and pay particular attention to the "Qualifications" and "Overview of the Position" sections.
In your interview, be prepared to tell the panel about your education and experience, if any, and how they have prepared you for the position you are seeking. The panel will have reviewed your application before you come into the room. You will be rated only on what is discussed during the interview. It is incumbent upon you to convince the panel you are the best person for the job.
Each panel member will assign a score. The scores of all panel members will be averaged and you will be notified by mail of your final score and placement ranking on the eligibility list.
Eligibility List
After the oral board interview, an eligibility list is established of all the candidates who receive passing scores. Candidates are ranked highest to lowest. An eligibility list will remain in effect for six (6) months from the date the list is established or until there are fewer than five (5) names on the
list, whichever occurs first. The Court Executive Officer has the authority to extend an eligibility list, from time to time, for up to one (1) year from the date the list was established. The Court Executive Officer also has the authority to abolish an eligibility list within his or her discretion at any time prior to the expiration of the list and to request that a new eligibility list be established. Notwithstanding the above, the Court may elect to run a continuous recruitment for certain classifications. When a candidate is placed on the eligibility list for one of these classifications, his/her name will be removed after six (6) months even though the eligibility list may continue to be used.
Certification List
The candidates in the top five rankings (including ties) of the eligibility list are certified and referred to the hiring manager to determine which candidate is best suited to meet the specific needs of their division. The hiring manager may interview all or some of the candidates on the certified list or appoint a candidate from the certified list without conducting an interview.
Once a candidate has been hired for the vacant position, the other candidates will be notified in person, by telephone, or by mail.
It is important to keep Human Resources updated regarding changes in your address and telephone number so that you may be contacted when vacancies occur.
Reinstatement Policy
The Court Executive Officer/designee may appoint to a vacant position a former employee who separated from Court employment in good standing within three (3) years of separation, if the employee held permanent status in the classification to which the appointment is being made. The former employee will need to submit a current application and a writtem request for reinstatement.
Employment Offer
Any offer of employment is conditional on passing a preemployment physical and drug/alcohol test. The test costs are paid by the Court. Candidates should not give notice or quit their present employment until this process has been successfully completed.
Probationary Period
All new employees are required to successfully complete a probationary period of twelve (12) months.
Oath of Allegiance
All new employees are required to execute an oath of allegiance to the United States and the state of California.
Union Affiliation
Shasta County Superior Court is an Agency Shop. Most employees are required to either pay for membership in the union, pay a service fee to the union, or contribute to an approved charity. United Public Employees of California (UPEC), Local 792, is the union affiliation for the general bargaining unit of Shasta County Superior Court.
Deputy marshals and marshal sergeants are covered by the Deputy Sheriff's Association (DSA). Membership is not mandatory.
Court supervisors are covered by the United Public Employees of California (UPEC). Membership is not mandatory.
Equal Opportunity Employer
Shasta County Superior Court is committed to the principle of equal employment opportunity to all persons with respect to hiring practices, compensation, benefits, promotional opportunities, and other terms or conditions of employment regardless of race, color, national origin, ancestry, religion, sex, disability, medical condition, age, marital status, or political affiliation, as required by applicable federal and state laws.
If you need accommodations in the examination/interview process, please contact Human Resources by the filing deadline posted on the job flyer at (530)229-8164.
Overview of Court Benefits
FMLA: Any employee who has worked for the Court for at least one year (12 months) and has worked at least 1,250 hours during the previous 12 months is eligibile for FMLA leave. (Click here to view "Employee Rights and Responsibilities Under the Federal Medical Leave Act.")
The following information is general in nature. Benefits may vary by employee unit and labor agreement, if applicable. Please refer to the individual job announcement for more specific information.
Salary: The salary range involves six (6) steps–A through F, with step advancement usually occurring annually. Step advancements are not automatic but depend upon performance.
Vacation: 10 days first 3 years; 15 days 4 - 9 years; 17 days 10 - 15 years; 20 days after 16 years.
Administrative Leave: 80 hours per year for management employees in lieu of overtime pay.
Sick Leave: 12 days per year.
Holidays: 13 days per year.
Medical Insurance Opt-Out: Employees who “opt-out” of the medical plan may be eligible to receive a $125.00/month stipend.
Retirement: P.E.R.S. (coordinated with Social Security except for DSA) formula is determined by hire date and past employer; employee is responsible for paying the employee’s share of the PERS contribution rate.
Insurance: A medical and dental plan with the Court paying for most of the employee and a portion of the dependent cost, a vision plan, a fully-paid life insurance policy, and a long-term disability plan(Management employees only).
Other: A deferred compensation plan, credit union, and payroll direct deposit are available.
|
Request For Proposals