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Employment Process for Classified Staff

The classified service includes administrative, instructional, food service, transportation, and maintenance positions that do not require a state credential. To join the classified service of SBCEO, each candidate completes a comprehensive selection process. Find out more about our employment process by clicking on the links below.

To be considered for a position in the classified service, complete our online application. We accept applications on a continuous basis for some jobs; for other jobs, we accept applications only when we have a vacancy.

Merit System
SBCEO is a merit system as defined by the California Education Code (Sections 45240-45320). Merit system rules provide that classified employees are selected, retained and promoted on the basis of merit and fitness, with non-merit factors such as actual or perceived race, color, ethnicity, age, religion, political affiliation, marital status, disability, gender, sexual orientation, or national origin being prohibited. Merit system law requires that an impartial body implement and interpret merit system rules and hear appeals on those aspects of employment under its authority. The Personnel Commission serves that role for SBCEO. The Santa Barbara County Education Office adopted its merit system in 1975.

Employment Examinations
To determine merit and fitness, as required under merit system rules, SBCEO administers exams for jobs in the classified service. Each examination process is designed for the specific job; there is no general aptitude test for SBCEO employment.

A typical examination process will consist of the following components:

Written Examination
Written examinations may take the form of a multiple-choice test and/or a written exercise in which the candidate will be asked to respond to one or more prompts.

Oral Examination
An oral examination is a test in which a panel of examiners asks each candidate the same series of standardized questions designed to assess their mastery of several job-related competencies. The panel members who conduct oral examinations use their subject matter expertise to assign scores to each candidate based on the candidates’ responses to the questions. The oral examination panel members do not make final hiring decisions.

The examination process for some positions, depending on the duties and required competencies of the job, may also include components such as: computerized assessment of software skills; test of proficiency in another language, such as Spanish or American Sign Language; an oral presentation; and/or a portfolio of work.

Eligibility Lists
Candidates who receive a passing score on all parts of the examination process will be placed on the eligibility list for that job. In general, a candidate in the top three ranks (including tie scores) on the list may be considered for hire; when there are multiple vacancies in the same job classification, additional ranks will be considered. Every individual in the classified service must be hired from an eligibility list. Eligibility lists are valid for a minimum of six months, unless they are exhausted sooner (meaning there are fewer than three ranks to choose from). A candidate may be appointed at any time during the life of the eligible list.

Final Interview
Candidates who are notified that they are ranked 1, 2, or 3 on the eligibility list can expect to be contacted for a final interview by the hiring department. The final interview will typically be with the hiring manager and one or two other staff members. This interview will be fairly structured, and will also provide candidates with an opportunity to ask questions about the position and department.

Reference Checks
After determining their top choice(s), a hiring manager will typically conduct reference checks. It is recommended that candidates contact the references they listed on their application to inform them that SBCEO will be contacting them for a reference.

Offer of Employment
Any offer of classified employment made by SBCEO will have several contingencies that the candidate must successfully complete before actually beginning work. Costs associated with completing any of the contingencies are the responsibility of the candidate, except where noted.

The following contingencies apply to all jobs:

Candidates must submit their fingerprints to the California Department of Justice for a criminal history check. Candidates may go to the LiveScan provider of their choosing.

Tuberculosis Screening
Candidates must provide proof that they are free of active tuberculosis (TB) infection.

Mandated Sexual Harassment Prevention Training
Candidates hired for non-supervisory jobs must complete a state-required, one-hour online training on sexual harassment prevention.

Candidates must complete this federally required form and provide appropriate documentation that demonstrates a candidate’s authorization to work in the United States.

The following additional contingencies may also apply, depending on the job a candidate has been offered:

Candidates being hired for positions that provide service in early education settings must provide evidence of vaccinations, or acceptable alternate, for pertussis (whooping cough), measles, and influenza (flu).

Pre-Employment Medical Exam
Candidates for jobs that have been identified as high risk due to their physical demands must pass a pre-employment medical exam conducted by an SBCEO-approved medical provider, at SBCEO’s expense.

 Probationary Period
Non-management classified staff serve a probationary period of 130 paid days of service (typically about six months; the actual probationary period will be whichever period of time is longer).

Classified managers serve a probationary period of twelve months.