Frequently Asked Questions
Thank you for your interest in employment with the County of Santa Barbara. We invite you to read through the answers to the frequently asked questions. If your question is not answered here, feel free to contact the Human Resources Reception Desk at (805) 568-2800.
Visit our Current Job Openings and review the list of job postings. Select a job, read the description and determine if you have the qualifications and interest in that job. Upon completing the on-line application, you will receive an email thanking you for your interest and confirming receipt of your application.
You may print a copy of the job bulletin for future reference.
You can view job descriptions for all County jobs in the Job and Salary Information section of this website. Each job description also contains the corresponding pay range. You can complete an interest card to be automatically notified when recruitment opens for a job that interests you.
You can request information by calling the employment analyst or recruiter's name shown at the bottom of job bulletin. You can also check the status of your application on-line at www.sbcountyjobs.com. Click on the link at the top of the page titled "My Applications" and follow the prompts.
After submitting an application, notices are generally sent out within 2 weeks from the recruitment closing date or within 2 weeks from the date that the application was received for recruitments without a closing date (on-going recruitments).
If your name has been placed on an employment list and you have interviewed with a department and not heard back, you should contact the hiring department directly. Make sure to jot down the name of the person who interviewed you so you can contact them later. If you are not sure whom to contact, you can contact the Human Resources recruiter assigned to the recruitment for assistance.
For most recruitments, applicants must complete and submit the standard County application. Only for certain positions are resumes accepted in lieu of the County application. Read the job bulletin carefully and always submit a County application unless you are instructed to do otherwise. The County application includes a short form, which allows applicants to include specific information that would be found on the resume.
Unfortunately, given the amount of interest in County jobs, we cannot review resumes without reference to a specific recruitment. You are always welcome to call the Human Resources Reception Desk at 805-568-2800 and ask to speak to an employment analyst, if you want some advice on what types of positions you would be most suited for and if we anticipate the recruitment opening in the near future.
Please visit the Exam Information section of this web site to learn more about the County's employment examinations.
We do not typically provide study materials for examinations. However, exam preparation guides and other reference materials can be obtained from local libraries or at local bookstores. The areas to study and prepare for are listed in the knowledge and abilities section of the job bulletin and may also be found on the exam invitation.
You may request an accommodation from Human Resources. Please direct your request to the Human Resources employment analyst or a recruiter conducting the recruitment, either when you submit your application materials or within a reasonable period of time prior to the examination date. The name of the employment analyst or a recruiter and the examination date are listed on the job bulletin.
Candidates who pass the exam(s) for a given recruitment are placed on an employment list in order of their final scores. For example, if you have a score of 85 and a rank of 6, it means that 5 other applicants scored higher than you in the testing process. The ten candidates with the highest scores are sent to the hiring department with the vacancy. The hiring department may choose which of the ten candidates to invite for selection interviews. This decision is at the discretion of the hiring department, not the Human Resources Department. Candidates on the employment list are not guaranteed contact from the hiring department. When there are future vacancies in the same department or other departments, your name may be sent to them for consideration. Your notice also notes the date your name will expire from the employment list. Once the employment list has been replaced, candidates will no longer be considered for that job.
Job offers are made contingent upon an appointee's passing a post-offer physical evaluation or examination. If you accept the hiring department's job offer, you will be scheduled for a medical examination or a review of your medical history form by an occupational physician prior to your first day on the job.
The nature of the job will determine the nature of the medical evaluation or exam, e.g. for office jobs that are largely sedentary and not physically demanding, you will need to complete a medical history questionnaire, which will be reviewed by a physician familiar with County jobs. For more physically demanding jobs, you may need to be seen by the examining physician in person.
The purpose of the post-offer medical evaluation/examination is to determine whether appointees are medically capable of performing the essential functions of the job they have accepted. If the examining physician determines an appointee has a physical or mental condition that limits his or her ability to perform the essential functions of the job, the appointee will have the right, in accordance with applicable law, to obtain independent medical opinions and discuss reasonable work accommodations.
Currently, commuter services include the Clean Air Express and organized vanpools. Also, you can carpool with other employees from your city. We offer an alternative transportation incentive (two additional vacation days per year) for using any of the above means of alternate transportation at least 80% of the time. More information will be provided on the Clean Commute Program.
The majority of County jobs do not require employees to be bilingual. Certain County jobs do require the ability to speak or speak, read, and write in Spanish or Hmong. The job bulletin will clearly state if we are recruiting bilingual applicants for a particular job. Depending on the use of your position, bilingual allowance is given.
We are one of the largest employers in the county and we offer competitive salaries and excellent benefits. The total compensation package offered by the County (pay and benefits) is competitive with the private sector.
We offer a wide variety of career opportunities with over 500 hundred different careers. This would include a range of clerical, paraprofessional, professional, management, and executive positions. We employ maintenance workers, office professionals, Sheriff's Deputies, computer systems specialists, nurses, engineers, and accountants, just to name a few!
FAQ's for Classification & Compensation
The salary range assigned to a job classification sets the minimum and maximum that a position in the job class can be paid. Each range has five steps (A-E). Employees may be hired at any step in the range. The County's Civil Service Rules (Rule Four) identify the requirements for moving along the range.
The Position Allocation section identifies the number of positions by job classification in each of the County's 23 departments. The information in this section can help you identify the general organization and size of a department. When used in conjunction with the County's budget information (on the County's home page), you can gain an understanding of program responsibilities and staffing levels.