Child Support Attorney I/II
CHILD SUPPORT
ATTORNEY I/II
CURRENT VACANCY IS WITHIN THE
DEPARTMENT OF CHILD SUPPORT SERVICES
ORAL EXAM IS TENTATIVELY SCHEDULED FOR AUGUST 2021
SKILLS OR EXPERIENCES LISTED UNDER THE IDEAL CANDIDATE
STATEMENT MAY ALSO BE USED TO SCREEN APPLICATIONS
SEE “SPECIAL REQUIREMENT” SECTION REGARDING
POSSESSION OF A VALID DRIVER’S LICENSE
FINAL FILING DATE: AUGUST 10, 2021 AT 5:00 PM
SALARY INFORMATION
CHILD SUPPORT ATTORNEY I: $6,055 - $7,728 APPROXIMATE MONTHLY* / $34.93 - $44.58 APPROXIMATE HOURLY*
CHILD SUPPORT ATTORNEY II: $6,547 - $8,356 APPROXIMATE MONTHLY* / $37.77 - $48.21 APPROXIMATE HOURLY*
*Please refer to the appropriate Bargaining Unit Memorandum of Understanding for potential future salary increases* Please visit https://co.shasta.ca.us/MOUs
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
The Department of Child Support Services establishes paternity; locates absent parents; establishes child support orders; enforces child support and linked spousal support obligations; locates and recovers parentally abducted children; and enforces visitation and custody orders.
ABOUT THE POSITION
Child Support Attorney I and II: Performs a variety of professional legal work in child support civil and criminal cases; provides legal advice and assistance in child support issues to Department and law enforcement staff; advises clients and the public on legal procedures regarding child support; may be the attorney of record in all legal actions and proceedings filed on behalf of the Department with the courts and administrative law agencies; and performs related work as required.
DISTINGUISHING CHARACTERISTICS
Child Support Attorney I: Working under close supervision, Child Support Attorney I is the entry/trainee level in the Child Support Attorney series. Employees at this level receive in-service training and are given detailed instructions in the performance of routine duties related to legal work in child support civil and criminal cases. As requisite skills and knowledge are developed, greater independence and the full scope of responsibility are exercised. Employees are expected to promote to Child Support Attorney II after one (1) year of satisfactory performance at the trainee level.
Child Support Attorney II: Working under general supervision, Child Support Attorney II is the journey level in the Child Support Attorney series. Employees at this level require specific child support legal experience and less supervision and review to complete assignments. Positions may be permanently allocated to level II due to the nature of the work. Positions are flexibly staffed and are normally filled by advancement from the lower level of Child Support Attorney I, or if filled from the outside, require prior related experience.
EXAMPLES OF DUTIES
Child Support Attorney I: Duties may include, but are not limited to, the following. For Child Support Attorney I, duties are performed at the trainee level: Investigates, researches, and prepares child support cases for litigation or prosecution; interviews and advises complainants, law enforcement personnel, and the public in regard to prosecuting child support cases; litigates or prosecutes cases in all courts of the county; negotiates with attorneys regarding the disposition of civil matters and/or modification of charges in specific cases; assists other attorneys in the investigation, research, and preparation of the more complex cases; advises Department staff on questions of law and procedure in particular cases; prepares briefs and opinions concerning the law as applied to matters within the department; assists in preparing filings and prosecuting cases before Appellate Courts; may give presentations to law enforcement agencies and public groups on child support legal issues and processes; performs related duties as assigned.
Child Support Attorney II: Similar to Child Support Attorney I but performs at the journey level.
QUALIFICATIONS
Note: The level and scope of the knowledge and skills listed below are related to job duties as distinguished between the three (3) levels in the Definition section:
Child Support Attorney I and II:
Knowledge of: California civil and criminal codes related to child law; principles of civil, criminal, constitutional and administrative law; trial and courtroom procedures and practices; administrative law procedures; legal research methods; rules of evidence; standard legal office practices and procedures; negotiating techniques relative to child law, criminal law, and child support issues; ethical and professional standards of conduct.
Ability to: Research, analyze and apply legal principles, facts, evidence and precedents to child law and child support issues; prepare and present statements of law and fact; argue clearly, logically and persuasively in written and oral form on child law and child support issues; prepare and present cases in Municipal and Superior courts; negotiate settlements; manage an assigned caseload and perform quality legal work under pressure of deadlines; maintain confidentiality and objectivity; understand and accept differences in human behavior, cultural and ethnic backgrounds; prepare and maintain clear, concise and comprehensive records, reports and correspondence; establish and maintain effective working relationships.
Child Support Attorney I:
These standards are typically attained with the equivalent to graduation from an accredited law school; active membership in the State Bar of California.
Child Support Attorney II:
These standards are typically attained with one (1) year of experience as a general practicing attorney; active membership in the State Bar of California.
SPECIAL REQUIRMENT
Some positions in this classification may require possession of a valid California driver's license. Employees who drive on County business to carry out job-related duties must possess a valid California driver's license for the class of vehicle driven and meet automobile insurability requirements of the County. Eligibility for employment for those who do not meet this requirement due to disability will be reviewed on a case-by-case basis by the appointing authority.
IDEAL CANDIDATE
The ideal candidate will be able to perform legal research; analyze and apply legal principles; knowledge of facts and precedents to resolve legal problems; presents laws, facts, and arguments clearly and logically in written and oral form; have an understanding for how attorneys contribute to organizational success; and have the ability to plan or think strategically.
SUPPLEMENTAL QUESTIONS
Responses to the following must be submitted with a completed application.
1. Are you current a member of the State Bar of California in good standing? If yes, please enter your Bar number.
2. Do you have at least one year of experience handling family law matters? If yes, how many years?
3. If you answered yes to question 2, explain what types of family law issues you handled and what specific legal tasks and duties you were assigned to complete in those matters.
4. Have you conducted at least ten contested court hearings of at least one hour each in duration?
5. If you answered yes to question 4, explain the types of hearings you were involved in and the extent to which you examined witnesses and/or introduced evidence.
6. As to motions requiring written notice, unless otherwise ordered or specifically provided by law, all moving and supporting papers must be served and filed at least how many court days before the hearing? (Answer should not exceed one sentence. Answer is based on California law.)
7. In cases involving post-judgment motions for modification, what is the earliest date that an order modifying or terminating a support order may be made retroactive to? (Answer should not exceed one sentence. Answer is based on California law.)
8. Which two additional expenses must the court order as additional child support, also known as mandatory child support add-ons? (Answer should not exceed one sentence. Answer is based on California law.)
9. Which two additional expenses may the court order as additional child support, also known as discretionary child support add-ons? (Answer should not exceed one sentence. Answer is based on California law.)
10. If it is alleged that an obligor is in contempt of court for failing to obey a court order to pay current child support, what is the period of limitations for commencing a civil contempt action against the obligor? (Answer should not exceed one sentence. Answer is based on California law.)
11. What is the interest rate that accrues on the principal amount of a money judgment remaining unsatisfied? (Answer should not exceed one sentence. Answer is based on California law.)
12. The Uniform Interstate Family Support Act is codified in California law starting with which section of the California Family Code? (Answer should not exceed one sentence. Answer is based on California law.)
13. If the defendant is the mother, a presumed father, or any father if the child is at least six months old when the defendant files his or her answer to a Summons and Complaint filed by the local child support agency, the local child support agency shall file a motion for temporary support within how many days after the defendant files an answer? (Answer should not exceed one sentence. Answer is based on California law.)
14. In cases where a child is conclusively presumed to be a child of the marriage, a notice of motion for genetic testing may be filed no later than how long from the date of birth of the child? (Assume that the case does not pre-date 1980 and that the child was not conceived by artificial insemination, in vitro fertilization or by means of a surgical procedure with the consent of the husband.) (Answer should not exceed one sentence. Answer is based on California law.)
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; use hands to finger, handle and feel; talk and hear. The employee is occasionally required to stand, walk, reach with hands and arms, and stoop, kneel, and crouch. The employee must be able to walk and transport case files to and from court. The employee is required to possess sufficient stamina to conduct long trials and hearings.
The employee must occasionally lift and/or move up to twenty-five (25) pounds. Specific vision abilities required by this job include close vision, distance 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.
· Shasta County participates in E-Verify. For more information click here. If you do not have internet access, contact Personnel at (530) 225-5515 to request a flier.
- 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 United Public Employees of California (UPEC) – Professional Unit.
· Employees in this classification are covered under the CalPERS retirement program. Depending on the provisions of the California Public Employees’ Pension Reform Act (PEPRA) and other applicable laws, an employee in this classification will be covered under one of the following CalPERS retirement formulas: (1) 2% at 55, (2) 2% at 60, or (3) 2% at 62. An employee in this classification will also contribute up to 7.75% of his/her pay to this plan, or will contribute such other amount to the plan as authorized by PEPRA and other applicable laws. Please visit our employees benefit page at Employee Benefits for additional information regarding benefits and CalPERS coverage information. The provisions in this flyer and on the County’s website are for information purposes only. To the extent the provisions of the flyer or the County’s website are inconsistent with PEPRA and other applicable laws, PEPRA and other applicable laws shall govern.
APPLICATION & SELECTION PROCEDURES
Shasta County Personnel will accept applications and responses to the supplemental questions until 5:00 p.m., on August 10, 2021. 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 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 on-line at apply online 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 IS AN EQUAL OPPORTUNITY EMPLOYER
Shasta County Personnel
1450 Court Street, Suite 348; Redding, CA 96001; (530) 225-5515