Personnel Assistant I/II - Confidential at County of Shasta – Redding, California

Salary: $42,540.00 - $64,404.00 Annually
Job Type: Full-Time Regular
Department: Support Services Department
Opening Date: Personnel
Closing Date: 03/27/26
Location: 96001, CA
Job Number: 1237-8_SS_031826

Description:

THE CURRENT VACANCY IS WITHIN THE PERSONNEL UNIT

OF THE DEPARTMENT OF SUPPORT SERVICES

ORAL EXAMS ARE TENTATIVELY SCHEDULED FOR APRIL 2026

FINAL FILING DATE: FRIDAY, MARCH 27, 2026, AT 9:00 AM

SALARY INFORMATION

Personnel Assistant I – Confidential: $3,545 - $4,525 APPROXIMATE MONTHLY* / $20.45 - $26.10 APPROXIMATE HOURLY*

Personnel Assistant II – Confidential: $4,205 - $5,367 APPROXIMATE MONTHLY* / $24.26 - $30.96 APPROXIMATE HOURLY*

Please visit https://www.shastacounty.gov/personnel/page/labor-agreements-mous and refer to the Shasta County Personnel Rules and the Confidential Cost of Living Increases for future salary increases.

ABOUT SHASTA COUNTY

Shasta County offers all of the amenities of the big city while retaining a comfortable small-town atmosphere. With its natural beauty, diversified culture, 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

Support Services

The Department of Support Services is an administrative department which supports the departments and employees of Shasta County in the areas of Personnel, Purchasing, and Risk Management. In doing so we strive to help other Departments to achieve their goals in a manner that is cost effective, while mitigating risk factors, and supporting and developing excellence in County service. Our department is flexible; supportive; progressive; and we deliver high quality service to all those we serve.

The Personnel Unit manages programs designed to attract and retain the best employees for County government. These programs include recruitment, labor relations, employee grievances, maintenance of job classifications, County-wide training, and the storage and maintenance of all employee personnel records.

ABOUT THE POSITION

Under supervision, performs complex and confidential duties connected with preparing, processing, and auditing a variety of personnel documents and reports, and for utilizing the County-wide computerized personnel records system and other computerized personnel systems; processes recruitments according to the Personnel Rules; researches and assists departments with advertising; may participate in community outreach such as job fairs; schedules and processes Live Scans and pre-employment physicals; schedules and conducts new employee onboarding; coordinates various departmental and County-wide personnel related activities and services and assists in carrying out professional level personnel activities; performs related work as required.

DISTINGUISHING CHARACTERISTICS

Personnel Assistant I – Confidential: This is the entry level classification in the Personnel Assistant series of classifications that are designated as Confidential. This class differs from the next higher class of Personnel Assistant II - Confidential in that incumbents perform the less complex processing and auditing duties and work under close supervision in a training and learning capacity. Incumbents are assigned increasingly responsible duties as warranted and are expected to advance to Personnel Assistant II – Confidential after successfully completing probation and having demonstrated the ability to perform more complex processing and auditing of assigned tasks.

Personnel Assistant II – Confidential: This is the journey level classification in the Personnel Assistant series of classifications that are designated as Confidential. This class differs from the Personnel Assistant I - Confidential in that incumbents are responsible for performing the more difficult and complex duties under general supervision, ensuring that assigned activities and projects are accomplished according to established expectations.

Positions in this classification are assigned to the Department of Support Services and have additional countywide responsibilities and Confidential designation. 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 for the Personnel Assistant – Confidential position will have strong organizational skills; strong ability to multi-task; be detail oriented, self-motivated, innovative, and creative; be a problem solver; possess strong verbal and written communication skills; have a passion for delivering high outcomes; and must possess exceptional customer service skills and high integrity levels.

EXAMPLES OF ESSENTIAL DUTIES

Develops and implements recruitment plans including receiving requests to fill vacancies; verifying selective recruitment criteria needs and obtaining approval; checks availability of existing hiring lists and/or considers alternative methods of filling vacancies according to established policies and regulations; drafts job announcements and prepares recruitment materials; prepares and contacts organizations to advertise recruitments in newspapers, trade journals, and on social media; organizes and schedules test times and interview panels and participates on interview panels; proctors exams, processes results, and notifies applicants; generates certified eligible hiring lists; administers applicant tracking system; processes verification of employment; schedules Live Scans and physical exams and monitors results; utilizes E-Verify; conducts new employee onboarding including reviewing hiring packets for required approvals and documentation in accordance with personnel rules; providing information regarding retirement, pay schedules, insurance benefits, leaves, and agency and State policies; creates automated personnel records and enrolls new hires into CalPERS retirement system; participates in outreach activities including job fairs; maintains recruitment files including certifying names from eligible lists, contacting applicants; updating lists, and archiving files; maintains personnel files and records in accordance with established records retention schedules; audits and processes all Personnel Action Forms (PAF); contacts departments regarding corrections needed on records and forms; serves as a resource to departments and employees by providing guidance and answering questions related to applicable policies and procedures; creates a variety of computer generated reports; prioritizes work load; must meet rigid deadlines; assists with other office support duties.

QUALIFICATIONS

Any combination of education and experience sufficient to directly demonstrate possession and application of the following as pertaining to the duty assignment:

Knowledge of: Recordkeeping methods, administrative support functions, uses and limitations of computerized record keeping systems; modern office practices and equipment including operation of a personal computer and associated business software; regulations and policies relating to the processing of personnel and other program documents and transactions.

Ability to: Audit and process a wide variety of documents according to established procedures, policies, regulations and timelines; enter data and make on-line changes to the computerized County personnel and other records system; use word processing, spreadsheet, database, and/or other software programs proficiently within the scope of the duty assignment; interpret and explain laws, rules, regulations and procedures related to County personnel; meet rigid deadlines; gather and prepare data and reports; work independently within established guidelines; organize activities and set priorities; maintain confidentiality; communicate effectively with all types of people; establish and maintain cooperative working relationships with all levels of management and employees.

MINIMUM QUALIFICATIONS

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

Personnel Assistant I – Confidential: Three (3) years of full-time experience performing varied and complex clerical work, including explaining policies, performing data entry, and processing forms and records.

One year of successful completion of related college course work in Human Resources, Public Administration, or Business Administration may substitute for one year of required experience.

Personnel Assistant II – Confidential: Four (4) years of full-time experience performing varied and complex clerical work, including explaining policies, performing data entry, and processing forms and records, including one year of experience equivalent to that of Personnel Assistant I.

One year of successful completion of related college course work in Human Resources, Public Administration, or Business Administration may substitute for one year of required experience.

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 sit and talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds.

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. The employee will need to be able to handle multiple tasks with shifting priorities and interact with the public and the staff. Some situations may involve crisis or conflict resolution.

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. Affordable Care Act

• Employee Benefits Overview
• Shasta County Careers - Job Seeker Resources
• 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 9:00 a.m., on March 27, 2026. A resume and/or cover letter will be accepted in addition to the application form 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 employment 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 on-line at www.ShastaCountyCareers.comor 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