Social Worker Supervisor I/II at County of Shasta – Redding, California

Salary: $68,628.00 - $95,628.00 Annually
Job Type: Full-Time Regular
Department: Health & Human Services Agency - Behavioral Health & Social Services
Opening Date: 03/18/2026
Closing Date: 04/17/26
Location: 96001, CA
Job Number: 1126-7_HHSA_BHSS_031826

Description:

THE CURRENT VACANCY IS IN THE

BEHAVIORAL HEALTH AND SOCIAL SERVICES BRANCH

OF THE HEALTH AND HUMAN SERVICES AGENCY

ORAL EXAM IS TENTATIVELY SCHEDULED FOR APRIL 2026

SEE SPECIAL REQUIREMENTS SECTION REGARDING

POSSESSION OF A VALID DRIVERS LICENSE

RESPONSES TO SUPPLEMENTAL QUESTIONS REQUIRED

FINAL FILING DATE: APRIL 17, 2026, AT 12:00 PM

SALARY INFORMATION

Social Worker Supervisor I: $5,719 – $7,299 APPROXIMATE MONTHLY* / $32.99 – $42.11 APPROXIMATE HOURLY*

Social Worker Supervisor II: $6,244 – $7,969 APPROXIMATE MONTHLY* / $36.02 – $45.98 APPROXIMATE HOURLY*

This position is in the Supervisory bargaining unit. Please refer to the applicable bargaining unit labor agreement (Memorandum of Understanding) for potential future salary increases: Shasta County Labor Agreements

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 Shasta County Health and Human Services Agency (HHSA) partners with the community to protect and improve the health and wellbeing of Shasta County residents. HHSA is organized into four branches: Behavioral Health & Social Services, Public Health, Economic Mobility, and a centralized Administration Services. HHSA promotes optimal health for all. The frail, the abused, the mentally ill, and those without resources look to HHSA for services and resources to meet their basic needs, and to protect their health and safety.

Children’s Services encompass the services that help ensure children’s mental and physical well-being are protected and safe. The Child Welfare division of the branch investigates alleged abuse and neglect of children, and it licenses foster and adoptive homes for children who are experiencing traumatic events in their lives such as the removal from their caregiver due to alleged abuse and neglect. This division also works within the confines of the Dependency Court to reunify families when and where they can demonstrate appropriate change to meet the safety needs of their children. The branch also encompasses children’s mental health teams which work in conjunction with the Child Welfare division along with community providers to ensure that the youth that are being served are having their mental health and substance use challenges addressed. This branch also works with juvenile justice and education to coordinate services for clients.

ABOUT THE POSITION

Social Worker Supervisor I: Under general direction, plans, organizes and directs the work of the social service staff in Child Welfare Services and does other work as required.

Social Worker Supervisor II: Under general direction, plans, organizes and directs the work of a social service staff providing the most advanced social services; and does other work as required.

The current vacancies are within the Child Welfare Intake and Ongoing. This recruitment may establish a list to be used for future vacancies.

A supervisor of an Intake Unit oversees assistant social workers/social workers/senior social workers who conduct investigations of child abuse and neglect. The supervisor is responsible for ensuring Unit compliance with various mandates including but not limited to timely initiation and conclusion of investigations, social worker contacts with youth and parents, referrals to services, completion of Structure Decision Making tools, and ensuring appropriate allegation determinations.

A supervisor of an Ongoing Unit oversees assistant social workers/social workers/senior social workers who provide case management for Dependents of the Court in plans of family maintenance, family reunification, independently living, and other permanency plans. The supervisor is responsible for ensuring Unit compliance with various mandates including but not limited to social worker visits with youth, parents, and resource parents, case plan creation/updates, referral to services, and timely Court reports.

IDEAL CANDIDATE

The ideal candidate for this position will have direct field experience in child welfare services and some leadership or supervisory experience. They will be familiar with programmatic laws and regulations such as the W&I 300 codes regulating child welfare and the Juvenile Court process. The ideal candidate is committed to the theoretical framework and core values to serve children and families in the most respectful and effective manner that builds strengths and enhances motivation for change. The candidate understands the importance of knowing factors of current and historical trauma and other stressors that lead to maltreatment, while recognizing the importance of protecting and promoting family connections and family culture. The ideal candidate will have participated in, or led, organizational change to promote best practice. They will have knowledge of community organizations and resources available to at risk families and children. The ideal candidate will have sound assessment skills for both clients and staff development, exhibit outstanding communication skills, an ability to manage complex case situations, and to obtain agreement from a diverse group of stakeholders. In addition, the ideal candidate will have strong computer skills, be very organized, and have excellent interpersonal and leadership skills. The ideal candidate is flexible in their placement in the Agency and understands they may be assigned to any child welfare unit.

EXAMPLES OF ESSENTIAL DUTIES

Social Worker Supervisor I:

Plans, organizes and directs the work of a unit of social workers providing casework; in addition, may direct the work of social workers performing less complex services; assists in the development of community resources for all programs; assists and participates in the development of in-service training and staff development programs; refers problems to other agency staff; evaluates the effectiveness of policies and procedures; represents the social services department at conferences and addresses groups; evaluates the performance of personnel and takes or recommends appropriate courses of action; may direct research studies and prepare reports; and does other duties as required.

Social Worker Supervisor II:

Plans, organizes and directs the work of a unit of social workers providing the most advanced or complex casework such as adoptions and protective services; in addition, may direct the work of social workers performing less complex services; assists in the development of community resources for all programs; assists and participates in the development of in-service training and staff development programs; refers problems to other agency staff; evaluates the effectiveness of policies and procedures; represents the social services department at conferences and addresses groups; evaluates the performance of personnel and takes or recommends appropriate courses of action; may direct research studies and prepare reports; and does other duties as required.

QUALIFICATIONS

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

Knowledge of: The functions of public social service agencies and the principles of public social service administration; social research methods; principles, methods, and resources in the fields of public health, mental hygiene, education, corrections and rehabilitation as they relate to public social service; techniques of supervision, training, and of casework consultation to staff members; the laws, rules, and regulations governing the operation of the public social service agencies; principles of community organization; resources available in the community for referral or utilization in social service programs.

Ability to: Plan, organize and direct the work of subordinate staff; classify case problems and evaluate the effectiveness of effort in solving problems; apply effective interpersonal skills; develop and maintain cooperative relationships with community groups and resource agencies; analyze a situation accurately and adopt an effective course of action; make oral and written presentations clearly and concisely.

MINIMUM QUALIFICATIONS

Social Worker Supervisor I:

Possession of a master's degree in social work or a master's degree from a two-year counseling program, AND one (1) year of experience in the classification of Social Worker for the County of Shasta, or equivalent in another county or state;

OR five (5) years of experience in the classification of Social Worker for the County of Shasta including at least three (3) years of experience in child welfare services, adult protective services, or In-Home Supportive Services;

OR at least five (5) years of experience in child welfare services, adult protective services, or In-Home Supportive Services in another county or state in a classification comparable to the Shasta County class of Senior Social Worker.

Current deferment from the State of California allows for candidates that are currently enrolled in a Master of Social Work or Psychology program and expected to graduate in good standing within 3 years of the hire/promotion date to be considered for this classification.

Social Worker Supervisor II:

Possession of a master's degree in social work or a master's degree from a two-year counseling program; AND three (3) years of experience in the classification of Senior Social Worker for the County of Shasta including at least three (3) years of experience in child welfare services, or adult protective services;

OR Possession of a master's degree in social work or a master's degree from a two (2) year counseling program; AND at least three (3) years of experience in child welfare services, or adult protective services in another county or state at an equivalent classification to the Shasta County class of Senior Social Worker;

OR Possession of a master's degree in social work or a master's degree from a two (2) year counseling program; AND at least two (2) years of experience as a Social Worker Supervisor I for the County of Shasta.

SPECIAL REQUIREMENTS

Possession of an appropriate California driver's license.

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 frequently required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; talk or hear; and taste or smell. The employee must occasionally lift and/or move more than fifty (50) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and 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.

While performing the duties of this job, the employee is regularly exposed to outside weather conditions. The employee is occasionally exposed to fumes or airborne particles, extreme cold, and extreme heat. Exposure to unsanitary conditions, e.g., spoiled foods, feces, urine, and disease. 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.
• Positions in this classification are covered by a collective bargaining agreement between the County and the Supervisory Unit.

APPLICATION AND SELECTION PROCEDURES

Shasta County Personnel will accept applications and responses to the supplemental questions until 12:00 p.m., on April 17, 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 into 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 calcivilrights.ca.gov/fair-chance-act.

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.
  

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 six 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 twenty hours – in five whole hour increments – of accrued vacation. *Subject to criteria as outlined in section 13.8C I n the Shasta County Employees Association MOU.

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 not be used until after three months of employment. 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 for each non-concurrent death in the immediate family.
  

Health Plan:
Employees in the Teamsters bargaining unit are insured through a Teamsters Trust plan.
Depending on the plan selected, the County pays most, or all, 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.
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 SUPV employees the current coverage amount is $46,000.

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 contribution 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.
• Golden State Finance Authority – Down payment Assistance
• ScholarShare 529 – College Savings Plan
  

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