I’ve worked for the state long enough where I had to write my own SOQ without having AI to do the work for me. The newer generation has a significant advantage with AI.
I’m sure this question has floated here before but I’m curious about fresh input:
Can hiring managers tell if candidates use AI?
Do hiring managers ever run SOQs through AI checkers?
Why do most if not all positions at Sacramento require SOQ when most of positions in anywhere else don’t? Considering same classification, same job title, same department etc…
Could someone actually know why enlighten me?
If you’re making guesses please indicate that. Thanks!
Hey everyone sorry for the long question but would appreciate any advice!
I recently received an offer from the DoF, I currently work remote in the private sector but it has been stressful and very demanding. I currently am in Sacramento and want to stay in Sacramento, I occasionally go to SF for my private sector job but it’s not regular, and I don’t mind it. I’m 27, and yes would take a pay cut joining the state but not by a huge amount, but my earning potential is capped with the state from my understanding, in comparison to staying in private.
I’m not sure if I should go into the state rn? I applied since a lot of friends and family I know are in the state, and the job security is a huge plus, along with the fact that I’d get to stay in Sacramento. My fear comes from the fact that if I stay in private, yeah I’m currently fine and remote, likely would be for the next year or so, but if I move up or go to a different company I likely would have to be in person more in SF meaning moving there which isn’t really an option given my family, and my wife’s family is all in Sacramento area, plus my wife works here too. I personally don’t want to be in the bay with the cost of living there, and just not liking it there. Another fear is the constant news and anxiety of getting laid off in the private sector with all the changes happening right now with AI, etc.
I guess I could stay at my private sector role, and if something happens to where my job is at risk, or I have to move, I could look into state, but I already have that opportunity rn..
Any advice would be helpful, thank you!!
Hello! Looking for someone I can consult with regarding how pay is calculated if a person takes a promotion. My department’s Personnel office is telling me something that I would like to consult about. Thank you in advance! Feel free to DM me.
I’ve been an AGPA for over a year now and still feel less than adequate about my work quality at times. I started questioning this more because of a major process change that is requiring almost all units for my board to jump in to assist. I haven’t been doing the best job with understanding all the nuances of the recent changes because I have not been reading into things fully and asking questions prior to attempting to find the info myself. I have been getting better with the process and asking less “easy” questions that make me look foolish as of late, but I do worry if this could lead to discipline or termination possibly. Could it be so in my case? What does it take for someone to get terminated after probation?
For some context, I have passed probation and my unit is extremely short staffed which may work in my favor. However, my probation was more of a meets baseline expectations or satisfactory enough and not an excels at any major category type of thing. I did use my lack of experience with the board as a crutch given most of the team have 5 plus years of experience, but there is a newer co worker who has picked up this process quicker than me. I’ve even gone to him to answer personal questions, but so have other co workers roped in with understanding the process change.
Aside from just keeping my job, I do want to do better. Any general advice, encouragement, constructive feedback you wanna give me would be appreciated.
Hi All,
I am trying to understand this: ''New to State candidates will be hired into the minimum salary of the classification or minimum of alternate range when applicable.''
Does this mean previous experience and pay in the private sector will amount to nothing and one will start from the bottom? Let's say they give a range of $4,935.00 - $8,740.00 per Month, does that mean one automatically starts at $4,935 as a first time employee with the state?
I think people qualify for Medicare at age 65, but do we have to take it? Does the state just stop offering and contributing to regular health insurance?
New to overtime. I am taking 2 hours off on Monday (using vacation time) if I work OT the rest of the week is it straight pay or 1.5? Sorry if it's a dumb question, no one at my agency seems to know including the HR specialist who was recently hired.
Interested in applying for ITA once I get a bachelors and some comptia certs. Will I be able to get a job assuming no IT experience but a bachelors and some certs? Thinking of a+ network+ security+ and maybe some more! Let me know thank you!
In agencies I worked at. it has always been females too heavy in upper management or supervisor. Seems that not only will white males be a minority in state workplace,
also males will be a minority in management and leadership positions. Some of them don’t seem qualified for leadership. I’m female by the way. 15 years in state. Hope my prediction is wrong.
I was interviewed a few months ago. the HR of the hiring unit reached out to ask if I’ve taken the exam to meet eligibility to which I said yes then they asked when does it expire… haven’t heard from any references etc nothing since then. What could this mean? I was thinking maybe they are screening people for 2nd interview but seems unusual
so I don’t wanna anyways but curious how this usually works. do Analyst 2/AGPAs usually get promoted to SSMI by taking over their existing unit? I’m just struggling to see how any of the Analyst 2s (myself included) could answer management related questions well enough to be competitive.
maybe my unit is just weird? we basically only have analyst 2s
Is this a good career move I was a former union laborer trying to get in a inspector role and I think I passed the interview because they emailed me reference check two days after the interview I have 2 years inspection experience as well
Ok, So I'm getting some conflicting information. So I wanted to clarify a couple things.
I worked for the state back in 2018-2019 I took a Leave of Absence. I was terminated while on leave AWOL. I am attempting to return back to state service. I retested and re-ranked and have been actively applying. I was Permanent at the time of my leave (Passed Probation).
Do I need to fill out the 211 Petition to return back to state service?
Can I have AWOL Status removed?
Hi everyone,
I’m currently out of state and just got invited to a second-round, in-person interview for a TE position in Eureka (District 1).
I’ve already asked, and they confirmed that a virtual option is NOT available for this stage. Since I’ll be flying across the country and driving 5+ hours (or taking a tiny connecting flight) on my own dime, I have a few questions for the D1 folks:
The "Selection" Sign: In your experience with District 1, does an invitation for an in-person second round typically mean I'm the top candidate, or are they likely interviewing 3-5 people in person?
The "Eureka" Factor: I know D1 is notoriously hard to recruit for. Does coming from out-of-state for an in-person interview show the "commitment" they are looking for, or is it still a total toss-up?
Logistics: For those who have done this, is it better to fly into ACV (McKinleyville) or fly to SFO/SMF and drive?
Environment: If I get the offer, what is the reality of moving to Eureka? Any red flags or hidden gems I should know about?
I really want to join Caltrans, but the travel cost is significant. I’d appreciate any "real talk" on whether this trip is worth the investment.
Thanks in advance!
Hi Everyone, I want to ask some fellow employees as my current agency is often not correct in their info.
Current state employee. I have accepted a promotion to another state agency with a mid-month start date. I would like to leave my existing role slightly earlier. About a 1 week gap in between my end and start date.
Is this feasible without resigning/creating a break in service *and* not utilizing leave balances?
Basically taking an unpaid LOA for that week. Anything I should know about requesting this or if there's a different approach to this?
TIA
I'm not going to get into the details of the reason for the rejection, but the person has a strong claim that the rejection isn't valid. I'm not here to discuss the validity of the rejection. I'm here to get people's experience with the appeal process.
The employee has the right to respond to appointing power. Is this the meeting with the Skelly officer? Can anyone share their experience with this?
Right to appeal to the state personnel board - again, can any share their experience.
Has anyone hired a lawyer in the case of a rejected probation. Could you please share the law firm.
Thank you!
Saw the post about Depts to avoid...so what are the ones that are good to work for?
Anybody have insight on route js better? I 2 tentative offers for analyst II position and they relatively pay the same! I’m conflicted on which route is better. I am a military veteran so civilian life is still an adjustment.
I received a conditional offer and am being asked for college transcripts. Since I already provided my diploma I was just curious as to what they might be looking for when reviewing the transcript. Appreciate the insight.