Human Resources

San Bernardino County Human Resources manages employment-related services for County job applicants, current employees, retirees, and County departments. Its responsibilities include recruitment and testing, job classifications, compensation systems, employee benefits, employee relations, equal employment opportunity, career pathways, internships, and personnel-related resources. This article explains which Human Resources service handles different needs, how County employment processes work, what applicants and employees should prepare, where official online systems fit into the process, and which common mistakes can delay or complicate a request.

Human Resources Service Areas

The San Bernardino County Human Resources Department is the central starting point for County employment and workforce information. Human Resources supports job seekers as well as existing employees and administers several specialized programs through separate divisions and service areas.

Someone looking for a County job will generally need employment and career information. A current employee may instead need benefits, classification, employee relations, payroll-related forms, or Equal Employment Opportunity information. Students and recent graduates may be looking for internships or career pathways rather than a regular County position.

Using the correct service area matters because Human Resources does not treat all employment questions as the same type of request. An application issue belongs with the employment process, while questions about the duties assigned to a job classification involve Classification. A benefits election or retirement-related benefits question belongs with Employee Benefits and Services, while discrimination and harassment matters are handled through the Equal Employment Opportunity Office.

County Employment Services

The Employment Team is responsible for attracting, testing, and certifying applicants for San Bernardino County employment while meeting legal and Merit System requirements. Its services include recruitment planning, application processing, testing, and placing qualified candidates on certification lists.

The County Employment page is especially useful for applicants who need information beyond simply viewing available positions. It provides employment forms, job descriptions, and guidance related to the application and candidate process.

Applications and Candidate Records

Applicants should make sure information submitted during the employment process remains accurate. Human Resources specifically requires applicants to notify the department when their contact information changes. Updating an online account for future applications does not automatically change contact information on applications that were submitted earlier.

For previously submitted applications, applicants can use the County's Change of Information Request process. Human Resources states that keeping contact information current is the applicant's responsibility. Failure to report a change can result in missed notices concerning testing or interviews.

This distinction is easy to overlook. An applicant may update an online profile and assume every existing application has also been changed. The County treats the account information used for future applications separately from information already attached to a submitted application. Applicants with an active recruitment should therefore consider both records when their telephone number, email address, or other contact information changes.

Coursework Documentation

Some County recruitments may require applicants to document completed college coursework. Human Resources provides a coursework form that can be submitted with a County job application when required.

Applicants should rely on the requirements stated for the particular recruitment rather than assuming coursework documentation is necessary for every County position. When a form is required, the purpose is to demonstrate completed college coursework associated with the application.

Eligible List Changes

County recruitment may result in placement on an eligible list. Human Resources provides separate processes for applicants who want to become inactive and for certain candidates seeking restoration to an eligible list.

An Eligible List Inactivation Request is used when a candidate wants to be removed from an eligible list. A separate Eligible List Reactivation Request is available for candidates removed after declining an interview, refusing a job offer, failing to keep an interview because of circumstances beyond their control, or requesting inactivation.

These are different actions, so candidates should avoid treating inactivation and reactivation as interchangeable requests. Someone who intentionally wants removal should use the inactivation process. Someone seeking restoration after one of the circumstances identified by Human Resources should use the reactivation process.

Requalification for Former Employees

San Bernardino County employees who resigned, retired, or voluntarily demoted may have a separate employment option through the Requalification Request process. Human Resources states that eligible former or current employees in these circumstances may request placement on an eligible list for a previously held position in which they acquired regular status.

This process is different from submitting a standard application for a new classification. It is tied specifically to a previously held County position and regular status in that position.

Testing and Accommodations

Testing can be part of the County employment process, and the Employment Team is responsible for testing applicants as part of recruitment and certification activities. Applicants who need a disability-related accommodation during testing have a specific Human Resources procedure to follow.

Special Testing Accommodation Deadline

Individuals with disabilities who require an accommodation in the testing process must submit the County's Special Testing Accommodations Request within one week of the recruitment filing deadline.

Because this request is tied to the recruitment filing deadline, applicants should review their recruitment information early enough to identify testing requirements and determine whether an accommodation request is needed. Waiting until a test notice arrives may create a problem if the required request period has already passed.

The County's broader career programs also state that San Bernardino County complies with federal and state laws concerning employment of individuals with disabilities and provides reasonable accommodations to qualified employees or applicants with disabilities unless doing so would cause undue hardship to County operations.

Veterans' Preference

Eligible veterans and their spouse or widow or widower who are not current County employees may qualify for additional Veterans' Preference points. Applicants should distinguish this employment preference from the County's separate veteran career and internship programs.

The Veteran Programs page describes additional opportunities intended to help veterans develop or build on existing skills while preparing for civilian employment. Program areas identified by Human Resources include heavy maintenance and operational support, information technology support, craft support, and office and clerical support.

Career Preparation Programs

Human Resources provides more than job postings and application processing. Its career programs are intended to help applicants understand County employment, prepare stronger applications, and gain experience that may support future employment.

SBC LevelUP Guidance

SBC LevelUP provides public education and job application guidance for people interested in County careers. The program covers searching for jobs, reading job announcements, preparing a County application, understanding the hiring process, and preparing for interviews and later hiring steps.

This program can be useful before an application is submitted. County job announcements contain position-specific information, and applicants are expected to demonstrate that they meet the requirements of the position for which they apply. Learning how to interpret those announcements can reduce avoidable mistakes such as overlooking required information or submitting an application that does not clearly reflect qualifying experience.

Human Resources also offers live LevelUP FAQ sessions at scheduled times. Because event schedules can change, applicants interested in a session should rely on the current information published by Human Resources rather than assuming a previously announced date remains available.

Career Pathway Options

The SBC Career Pathways program connects students, recent graduates, and job seekers with learning experiences related to County workforce needs. Programs identified by Human Resources include Career Technical Connections, SPARK summer youth employment, SBC LevelUP, Youth Forward, academic internships, and veterans programs.

These programs serve different stages of career development. Some participants may be seeking early exposure to public service, while others are building technical skills, transitioning from education to employment, or preparing for regular County recruitment.

County Internship Opportunities

San Bernardino County offers both academic-credit and paid internship opportunities. The County's internship information distinguishes between unpaid internships completed for academic credit and paid opportunities that provide temporary work experience.

The Academic Internships program states that students enrolled in a junior college, university, or trade or vocational school may be considered, along with recent graduates who completed their education no more than two years earlier.

Academic Credit Internships

Students seeking academic credit should verify whether their educational institution appears on the County's Recognized Partners List. When a school is a recognized partner, the appropriate department subject-matter representative can complete the educational institution's evaluation sheet.

The County also provides a process for students whose schools are not recognized partners to contact Human Resources about internship arrangements.

Internship applications are forwarded to the hiring department. The department may contact applicants whose qualifications closely match the opportunity to participate in an interview. Submission of an internship application therefore does not by itself indicate selection.

Internship Scheduling and Duration

County internship opportunities described by Human Resources operate during normal County business hours, Monday through Friday from 8:00 a.m. to 5:00 p.m. Departments make efforts to accommodate student schedules within those business hours.

Internships may last up to one year, although either party may terminate the arrangement at any time. Human Resources also states that its internship opportunities are in person to support hands-on learning and face-to-face mentorship.

Students who do not yet know a future class schedule may still apply. They should advise their supervisor of their schedule when it becomes available so work scheduling can be discussed.

Paid and Unpaid Positions

Applicants should read the individual internship bulletin to determine whether an opportunity is paid. Paid internship bulletins list the salary. A student should not assume that all County internships have the same compensation arrangement.

Likewise, transcript requirements depend on the particular opportunity. When transcripts are required, that requirement is stated in the internship bulletin. Reading the entire bulletin before submitting materials helps prevent omissions.

Completion of a County internship does not itself produce a regular County job offer. Interns may apply for regular County positions when they meet the minimum requirements, and Human Resources encourages them to include County internship experience on future applications.

County Job Classifications

Classification work is separate from recruitment. The Human Resources Classification function establishes and maintains the County's job classifications and compensation systems and practices. It analyzes positions and assigns them to appropriate classifications while also assisting departments with the organization and structure of positions and work.

The Classification division creates and refines County job descriptions and handles reclassification and position requests. Its work also includes job audits, classification policy, and compensation documents associated with County employment.

Job Descriptions and Job Audits

County job descriptions identify classifications rather than individual employees. Applicants can use job descriptions to better understand the nature of County classifications, while departments and employees may encounter classification processes when position duties are being evaluated.

A job audit evaluates the duties that constitute a position. Human Resources specifically states that a job audit does not evaluate the incumbent's performance or qualifications. That distinction prevents a common misunderstanding: classification analysis concerns the position and its duties rather than serving as an employee performance review.

MOUs and Salary Schedules

Classification information also includes Memoranda of Understanding with salary schedules. Human Resources notes that many employment issues affecting employees are addressed in the applicable MOU. Employee Relations also maintains MOU-related information, so employees should recognize that compensation documents and labor-relations documents may overlap in subject matter while serving different administrative functions.

Employee Benefits Services

The Employee Benefits and Services Division provides benefits and related services to eligible employees, retirees, and their dependents. Its work includes planning, negotiating, and implementing County benefit programs.

The Employee Benefits section covers medical, dental, and vision plans, deferred compensation, commuter services, protected leaves and disability programs, wellness, retiree resources, retirement benefits, tax savings programs, life insurance, college savings, and the Retirement Medical Trust Plan.

Health Benefit Information

County benefit offerings identified by Human Resources include medical, dental, and vision plans. The benefits website provides plan information, benefit documents, premium rate information, benefit guides, and a benefits calculator.

The calculator is intended to help employees determine out-of-pocket costs based on the benefits they elect. Employees making benefit decisions should use the current County benefit documents and plan information because benefit offerings, rates, and enrollment information are published for specific benefit periods.

Leaves, Disability, and Retirement

Employee Benefits and Services also administers information concerning protected leave and disability programs, including the Family and Medical Leave Act, short-term disability, long-term disability, and Workplace Possibilities programs.

Retiree-related information includes medical plans and other retiree benefits, retirement eligibility, refundable and nonrefundable retirement options, retiree wellness information, and the Retirement Medical Trust Plan. These matters differ from the Employment Division's recruitment and applicant services and should be directed to the benefits side of Human Resources.

EMACS Personnel Resources

County employees and payroll specialists may also need the Employee Management and Compensation System resources website. EMACS provides County personnel-related documents, forms, procedures, checklists, training materials, tutorials, and payroll calendars.

Its form categories include EMACS and Human Resources, Central Payroll, benefits, personal information, and retirement. Resource categories include appointment and hire checklists, assignment and separation checklists, disciplinary action checklists, leaves and disability materials, workers' compensation, medical emergency leave, and other personnel actions.

EMACS should not be confused with the County's recruitment functions. Employment services focus on applicants, testing, certification, and eligible lists, while EMACS is a repository supporting personnel actions, payroll-related processes, and employee administration.

Employee Relations Matters

Employee Relations provides Human Resources support concerning workplace administration and labor relations. The Employee Relations section includes the Employee Relations Ordinance, Personnel Rules, standards of dress and grooming, a supervisors guide, background and reference check policy materials, Special Districts rules, and Memoranda of Understanding with salary schedules.

The Human Resources contact information specifically identifies Employee Relations as the service area for memoranda of understanding, labor negotiations, and employee relations matters. Employees should distinguish these issues from job classification questions or Equal Employment Opportunity complaints, which are handled by different Human Resources functions.

Equal Employment Opportunity

San Bernardino County identifies itself as an Equal Employment Opportunity and Americans with Disabilities Act compliant employer. The Equal Employment Opportunity Office oversees the County's adherence to equal opportunity policies involving employment, training, promotion, retention, and benefits.

The EEO Office also handles the neutral and independent investigation and resolution of discrimination complaints. Its website provides County policies, information about state and federal EEO laws, the County EEO Plan, guidance for departments, discrimination and harassment policies, and a complaint process.

Applicants and employees should direct discrimination, harassment, retaliation, and related EEO matters to this office rather than treating them as general recruitment or Employee Relations questions. Keeping the issue within the correct Human Resources function can help avoid routing a complaint through a service area that handles a different type of employment matter.

Common Human Resources Mistakes

Outdated Applicant Contact Information

One of the clearest avoidable problems identified by Human Resources is failing to update contact information on previously submitted applications. Changing an online account does not update applications already on file. Applicants with active applications should use the appropriate change request when their contact information changes so they do not miss testing or interview notices.

Missing Recruitment Requirements

Applicants should review the full requirements associated with a recruitment or internship opportunity. Coursework forms, transcripts, testing accommodations, and other documentation are not automatically required for every position. Requirements depend on the recruitment, and failing to provide a required item can create problems in application processing.

Special attention should be given to deadlines that Human Resources expressly identifies. For example, a special testing accommodation request must be submitted within one week of the recruitment filing deadline.

Using the Wrong HR Service

Human Resources contains several specialized functions. Recruitment and eligible-list questions belong with Employment. Duties and classification structure belong with Classification. Benefit plans, protected leave information, and retirement-related benefits belong with Employee Benefits and Services. Labor negotiations and employee relations matters belong with Employee Relations, while discrimination and harassment complaints belong with the EEO Office.

Employees dealing with payroll or personnel-action forms may also need EMACS rather than the general Human Resources employment pages. Identifying the type of request before contacting Human Resources reduces the chance of confusing separate County systems and processes.

Assuming Programs Guarantee Employment

Career pathways, LevelUP sessions, internships, and veteran programs can provide experience, information, or preparation for County employment, but they should not be treated as substitutes for the recruitment requirements of a regular County position.

Human Resources specifically states that interns are encouraged to apply for regular positions when they meet the minimum requirements. Internship participation therefore should be documented as experience where appropriate, while the applicant still follows the normal requirements for the County position being sought.

Human Resources Offices

Human Resources Department
175 West Fifth Street, First Floor
San Bernardino, CA 92415-0440
909.387.5602

Employment Division
175 West Fifth Street, First Floor
San Bernardino, CA 92415-0440
909.387.8304

Equal Employment Opportunity (EEO)
175 West Fifth Street, First Floor
San Bernardino, CA 92415
909.387.5582

Human Resources FAQs

Where can I compare County benefit costs before making elections?

Eligible employees can use the County's medical, dental, and vision plan information to review current benefit documents and access the Benefits Calculator. The calculator estimates out-of-pocket costs based on the benefits selected. Employees should also check the applicable Employee Benefits Guide and premium rate table for the benefit period they are reviewing, since plan documents and rates are published by year.

Where do County employees find payroll and personnel forms?

The official EMACS Resources website organizes forms and administrative materials used by County employees and payroll specialists. Employees can search categories covering Central Payroll, benefits, personal information, retirement, appointments and hiring, assignments and separations, disciplinary actions, workers' compensation, and other personnel actions. EMACS also provides procedures, training materials, tutorials, and payroll calendars, making it the appropriate place to check when a department asks for a specific personnel or payroll document.

How can I check the rules that apply to my County employment?

Employment terms may depend on an employee's bargaining unit, classification, or applicable personnel rules. The County's Employee Relations page publishes Personnel Rules, the Employee Relations Ordinance, workplace policies, supervisory guidance, and Memoranda of Understanding with salary schedules. Employees reviewing pay provisions, working conditions, or other negotiated employment terms should identify the MOU that applies to their occupational unit rather than relying on a document for another employee group.

Can international students apply for County internships?

Yes. San Bernardino County states that international students who are currently enrolled in a university may apply for internship opportunities. The County internship information also explains that eligibility may extend to students at junior colleges, universities, and trade or vocational schools, as well as recent graduates within the stated eligibility period. Applicants should still review the individual internship bulletin because qualifications and required documents can vary by opportunity.