Agency Staff Services Analyst I/II - Confidential in Redding, California at County of Shasta

Salary: $58,704.00 - $82,596.00 Annually
Department: Clerk of The Board
Opening Date: 07/24/2026
Closing Date: 08/05/26
Location: Redding, 96007, 96073, 96003, 96002, 96001, CA
Job Number: 1010-11_COB_072426

Description:

THE CURRENT VACANCY IS IN THE SHASTA COUNTY CLERK OF THE BOARD

ORAL EXAM IS TENTATIVELY SCHEDULED FOR AUGUST 2026

RESPONSES TO SUPPLEMENTAL QUESTIONS REQUIRED

FINAL FILING DATE: AUGUST 5TH, 2026 AT 12:00 PM

SALARY INFORMATION

Agency Staff Services Analyst I – Confidential: $4,892 - $6,243 APPROXIMATE MONTHLY / $28.22 - $36.02 APPROXIMATE HOURLY

Agency Staff Services Analyst II – Confidential: $5,393 - $6,883 APPROXIMATE MONTHLY / $31.12 - $39.71 APPROXIMATE HOURLY

Please visit Shasta County Labor Agreements and refer to the Shasta County Personnel Rules and the Confidential Cost of Living Increases for future salary increases.

The salary range consists of six (6) salary steps, with approximately 5% intervals between each step. The original appointment for new employees begins at the first step of the assigned salary range. New employees are eligible for a merit-based step increase at six months from step A to step B and then annually thereafter from the step B pay period.

ABOUT SHASTA COUNTY

Shasta County offers all the amenities of the big city while retaining a comfortable small-town atmosphere. With its natural beauty, affordable housing, excellent educational system, abundance of recreational opportunities, and excellent quality of life, Shasta County is a great place to live, work, and raise a family.

ABOUT THE DEPARTMENT

The Clerk of the Board staff is responsible for preparing the Board’s weekly agendas, preparing the minutes of Board meetings, and handling the distribution and maintenance of the documents signed by the Chairman following a Board meeting. The Clerk of the Board staff places legal advertising and serves as clerk to the Air Pollution Control Board, the Employee Appeals Board, the Assessment Appeals Board, and clerks the Animal Control hearings and the Nuisance Abatement hearings. The office is responsible for maintaining all Board records, the County Code, the Administrative Policy Manual, and the Roster of Public Agencies. In addition, the Clerk assists in research for archive records and provides copies of records to the public.

ABOUT THE POSITION

Under direction, to perform a variety of administrative and fiscal analysis work and participate in special studies or projects; to perform related work as required.

DISTINGUISHING CHARACTERISTICS

Agency Staff Services Analyst I – Confidential: Positions in this classification are responsible for performing various staff administrative and analysis work. Work may include diverse special projects with rigid deadlines. This is the entry level classification in the Agency Staff Services Analyst I/II – Confidential class series. Incumbents in this classification are expected to become familiar with the operations and programs of the department to which assigned and initially perform less complex work than what would be expected of an Agency Staff Services Analyst II – Confidential. This is a Confidential classification. Confidential in this context according to the Personnel Rules means a non-management employee who, in the course of his or her duties, is regularly privy to management planning or decision-making regarding the County’s administration of employer-employee relations as determined by the Board of Supervisors.

Agency Staff Services Analyst II – Confidential: Positions in this classification are responsible for performing various staff administrative and analysis work. Work may include diverse special projects with rigid deadlines. This is the journey level classification in the Agency Staff Services Analyst I/II – Confidential class series and is distinguished from the Agency Staff Services Analyst I – Confidential classification in that incumbents are expected to perform more complex analytical work and complete special projects with a high degree of independence. This is a Confidential classification. Confidential in this context according to the Personnel Rules means a non-management employee who, in the course of his or her duties, is regularly privy to management planning or decision-making regarding the County’s administration of employer-employee relations as determined by the Board of Supervisors.

IDEAL CANDIDATE

The ideal candidate will have experience in research and data analysis; creating and composing complex reports; presenting data that supports findings; project management; policy development; interpreting and explaining laws, rules, regulations, policies, and procedures; meeting rigid deadlines; and working in a high paced, multiple priority environment. The ideal candidate will have excellent written and oral communications skills and strong analytical skills. A positive attitude, outstanding customer service, and focus on finding creative solutions are essential.

EXAMPLES OF ESSENTIAL DUTIES

Duties may include, but are not limited to, the following:

Gathers, tabulates, and analyzes data; draws organization, workload, and other charts; prepares reports and makes recommendations on procedures, policies, and program alternatives; makes recommendations on financial, personnel, client, and other administrative systems; monitors contracts; writes a variety of complex reports; orders supplies; prepares correspondence; and may assist in the supervision of staff.

EMPLOYMENT STANDARDS

Any combination of education and experience sufficient to directly demonstrate possession and application of the following:

Knowledge of: General public and business administration practices; governmental functions and organization; principles and practices of the functional areas germane to this specialized position.

Ability to: Gather and analyze data; identify problems and central issues; reason logically; perform and document research in dealing with administrative issues; read and interpret operating procedures and regulations; recommend and implement changes; speak and write effectively; establish effective working relationships with those contacted during the course of work; work independently and accept increasing responsibility.

QUALIFICATIONS

MINIMUM QUALIFICATIONS

It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below.

Agency Staff Services Analyst I – Confidential:

A bachelor's degree from an accredited college or university AND journey level paraprofessional or related project/administrative support experience.

Agency Staff Services Analyst II – Confidential:

A bachelor's degree from an accredited college or university AND one (1) year of experience equivalent to an Agency Staff Services Analyst I – Confidential with Shasta County.

SUPPLEMENTAL QUESTIONS

Responses to the following must be submitted with a completed application.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to use hands to finger, handle, or feel objects, tools, or controls. The employee is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

OTHER CONSIDERATIONS

• All new employees are required to have their paycheck directly deposited to a bank account.
• Some positions may require a valid California driver's license and acceptable driving record according to County policy.
• Reasonable accommodations may be made for those persons who are disabled under the Americans with Disabilities Act to perform the essential functions of the position.
• As part of the selection process, all individuals provided with a preliminary offer of employment with Shasta County will be subject to a background investigation, including a criminal history check (primarily completed through the taking of fingerprints). An image of your fingerprints will be captured and sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history, (if any), will be evaluated along with the other information received in connection with your application. Except as otherwise required by law, a criminal conviction will not necessarily disqualify you from the position. The nature of the offense, the date of the offense, the surrounding circumstances, and the relevance of the offense to the position applied for may, however, be considered.
• Based on the results of the background investigation and criminal history check, applicants may then be provided with an offer of employment conditioned on the results of a medical examination, which includes drug/alcohol testing.

• 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.

APPLICATION AND SELECTION PROCEDURES

Shasta County Personnel will accept applications and responses to the supplemental questions until 12:00 p.m., on August 5th, 2026.A resume and/or cover letter will be accepted in addition to the application but will not serve as a substitute for a completed application. It is not acceptable to complete the application with statements such as “Refer to resume and/or cover letter,” or “See attached resume and/or cover letter.” The application must be completed in its entirety prior to submission. Incomplete applications will not be processed. Closing date postmarks or faxes will not be accepted. This recruitment will establish a list that may or may not be used by other departments. Prior applicants must reapply to be considered.

Applicants will be screened and those considered best qualified will be invited to appear for an oral and/or written examination. Meeting the announced requirements does not guarantee inclusion in the selection process. Depending upon the number of applications received, the selection process may consist of additional application screening, written and/or practical exam(s), oral interview, or any combination thereof.

Veterans' Credit:Veterans (as defined by California Government Code section 18973) who have been discharged from military service under conditions other than dishonorable and who receive a passing score on all components of the employment examinations (up to and including oral examinations) shall receive credit for an additional five points to be added to their final examination score. To be considered for this credit, a veteran must provide a copy of his or her discharge document (DD-214 or equivalent) and information as to the type of discharge (honorable, dishonorable, etc.) with the employment application on or before the final filing date. Applicants are encouraged to apply online at www.ShastaCountyCareers.com or submit an application to the Shasta County Personnel Office.

Arrangements may be made to accommodate applicants with disabilities. Requests for accommodations may be made to the Shasta County Personnel Office by the filing deadline posted on this bulletin. Shasta County does not discriminate on the basis of disability. If you feel you are being denied service based on a disability, our ADA Coordinator may be reached at (530) 225-5515; relay service (800) 735-2922; fax (530) 225-5345.

Shasta County will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Shasta County is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting Fair Chance Act | CRD.

SHASTA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER

Shasta County Personnel

1450 Court Street, Suite 348; Redding, CA 96001; (530) 225-5515

Benefits:

NOTE: Various bargaining units may have benefits that alter from this general summary. This summary of benefits is not a binding document and is provided as a courtesy. Refer to labor agreements (MOUs) for specific benefit information.

THESE BENEFITS DO NOT APPLY TO EXTRA HELP EMPLOYEES

Holidays:

• 12 paid holidays (96 hours) per year.
• 1 Floating holiday annually.
  

Vacation:

• 10 working days a year during the first three years of service.
• 15 working days a year - 4 through 9 years of service.
• 17 working days a year - 10 through 15 years of service.
• 20 working days a year - 16 or more years of service.

Note - accrued vacation leave may not be used until after three months of employment. For purposes of vacation accrual, a working day is no more than 8 hours.

Employees may elect to receive a payment for Vacation hours (in lieu of use) for up to eighty hours – in five whole hour increments – of accrued vacation. *Subject to criteria as outlined in Section 16.7 of the Personnel Rules.

Sick Leave:

• 96 hours of sick leave are earned each year with no maximum accrual.
  • Employees terminating in good standing after completion of 5 years of continuous service will receive a pro-rata payoff of accumulated sick leave.
  • Unused sick leave may be converted to PERS service credit upon retirement.

Note - accrued sick leave may be used immediately as accrued. Accrued paid leave benefits are used in conjunction with FMLA/CFRA as appropriate.

*Vacation and Sick Leave accruals are based on regularly scheduled working hours. Additional time will not be accrued on hours worked over 80 hours within a one pay period.
Bereavement:

• 24 hours paid leave for each non-concurrent death in the immediate family.
  

Health Plan:
Shasta County contracts with PERS for medical insurance.
Depending on the plan selected, the County pays most of the employee premium, and contributes a portion of the dependent premium.
Contributions are made for a portion of a retiree's insurance premium.

Dental Plan:
The County pays a portion of the employee's and dependents' premium for dental insurance. The employee pays the full premium during the first six months of coverage.

Vision Plan:
The County pays the employee premium and employees may enroll dependents at their own expense.

Life Insurance:
The County pays the premium for life insurance for most employees. The amount of coverage varies by bargaining unit. For Confidential employees the current coverage amount is $50,000-$70,000 and is equivalent to 1 year of salary at their current wage.

Additional Life insurance is available to purchase through Aflac and The Standard.

Retirement:
The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.

• Members hired prior to May 8, 2011 are covered under the retirement formula of 2% @ 55 benefit.
• Members hired after May 8, 2011 but before January 1, 2013 are covered under the retirement formula of 2% @ 60 benefit.
• Members hired after January 1, 2013 are covered under the California Public Employees Pension Reform Act (PEPRA) with a benefit formula of 2% @ 62.

Please review the specific MOU for stipulated retirement formulas.

Employees pay 9.5% of his or her salary, on a pre-tax basis for a period of time as specified in his or her labor contract, or Personnel Rules as appropriate. Members hired prior to 2013 may have a different contribution percentage.

Miscellaneous:

• Deferred Compensation plans available through specified companies with employer match up to 3%.
• IRC Section 125 plan available for pre-tax payroll deductions for contributions towards un-reimbursed medical expenses and dependent care.
• Optional additional insurance products are available through Aflac.
• Employee Assistance Program through ACI Specialty Benefits.
• ScholarShare 529 – College Savings Plan
• Golden State Finance Authority – Down payment Assistance
• Longevity Pay eligibility review with at least ten years of continuous service with Shasta County
  
  

SHASTA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER

Any information on this page or links is subject to change without notice.

Shasta County Personnel
1450 Court Street, Room 348
Redding, CA 96001-1676
(530) 225-5515

Comments, please email: schr@shastacounty.gov

Questions:

Required Question

Employer: County of Shasta
Address: 1450 Court Street, Suite 348 Redding, California, 96001
Phone: (530) 225-5515
Website: https://www.shastacounty.gov/personnel