Court Supervisor II (202C) - Civil Division

Salary: $4,242.78 - $5,157.24 Biweekly
Location : 400 McAllister Street, Room 205, San Francisco, CA
Job Type: Full-Time Permanent
Job Number:
Department: Civil Division
Opening Date: 11/10/2026
Closing Date: 11/25/2026 12:00 PM Pacific

Description
COURT SUPERVISOR II

(Class Code 202C)
Civil Division

Eligible San Francisco Superior Court Employees Only
The Court Supervisor II will supervise, coordinate, review, and evaluate the work of an assigned unit of employees performing a variety of complex court support work; develop work methods and procedures; recommend procedural changes; provide excellent customer service; and perform other job-related duties as required. Most positions in these classifications are assigned Monday through Friday, normal working hours. Once appointed, the incumbent can be re-assigned or transferred to any position in the Court classified as Court Supervisor II if the needs of the Court necessitate such a change.
This selection process is being conducted in accordance with San Francisco Superior Court Personnel Rule 4. An eligibility list will not be established.
FINAL FILING DATE: 12:00 PM, November 25, 2026
COMPENSATION: $4,242.78 to $5,157.24 biweekly ($110,312 to $134,088 annually)
The Court offers a generous flexible benefits program which includes a variety of health, dental, life insurance plans, and other benefit options; a contributory retirement plan; a deferred compensation savings program; paid vacation, sick leave, floating holidays, and holiday pay.
Examples of Duties
POSITION OVERVIEW

1. Independently completes assigned tasks, demonstrating thorough knowledge of procedures and sound judgment.

1. Plans, organizes, coordinates, supervises, and evaluates the daily operations of a court support unit by establishing clear expectations, communicating priorities, and assigning responsibilities to ensure accurate, efficient, and mission-focused service.

1. Fosters a positive and productive work environment where people feel valued, heard, and respected through transparency, authenticity, open communication, genuine teamwork, and consistent follow-through.

1. Invests in employees through coaching, training, cross-training, knowledge sharing, and meaningful opportunities for professional growth and development.

1. Conducts regular performance evaluations for assigned staff.

1. Identifies performance issues and meets with individual employees to directly discuss the performance issues. When necessary, initiates disciplinary action (e.g., prepares disciplinary reports and corrective action memos).

1. Participates in the recruitment and selection of new employees whose integrity, character, teamwork, and commitment to public service complement the knowledge and skills needed to advance in the Court's mission.

1. Responds to employee grievances and complaints.

1. Updates and maintains clear and accessible office procedural/training manuals and resources while encouraging collaboration, knowledge sharing, and continuous improvement in how work is performed.

1. Partners with managers and Civil Division leadership in the development and implementation of organizational goals, objectives, new work procedures, and Court policies; communicates the purpose of the decisions and changes, and engages employees in carrying them forward with shared accountability.

1. Monitors and evaluates the performance and processes of unit operations, invites employee input and identifies opportunities for improvement, and develops practical solutions that strengthen service and operations effectiveness.

1. Contributes to the preparation of a wide variety of reports, plans, and proposals that support sound decision-making, responsible stewardship of resources, and Court priorities.

1. Provides excellent customer service to court customers. Provides clear and concise explanations of complex procedures. Effectively addresses customer issues and complaints.

1. Performs other job-related duties as required.

Typical Working Conditions: Work is performed in an office and courtroom environment; continuous contact with judicial officers, litigants, attorneys, executive managers, other staff, and the general public.
Physical Requirements: Sit for extended periods; frequently stand and walk; normal manual dexterity and eye-hand coordination; lift and move objects weighing up to 25 lbs.; corrected hearing and vision to normal range; verbal communication; use of office equipment, including computer, telephone, calculator, copiers, and FAX.
Qualifications
REQUIRED QUALIFICATIONS
Any combination of training and experience which would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the required knowledge and abilities would be:
Five or more years of increasingly responsible experience performing a variety of administrative and/or clerical functions in a legal or court environment. Preferably, one of those five years should include scheduling, organizing, and directing the work of other employees, and/or be in a recognized leadership role.
DESIRABLE QUALIFICATIONS

Knowledge of:

• Principles of supervision, training, and employee evaluation.
• Team concepts within a continuous improvement environment.
• Customer service and public relations techniques.
• Program planning, implementation, and evaluation.
• Legal terminology and legal procedures and documents used in the California court system.

Ability to:

• Supervise, direct, motivate, and evaluate the work of assigned staff.

• Establish and maintain cooperative working relationships.
• Multi-task in challenging situations in a stressful environment.
• Handle adverse, critical, and challenging situations in a stressful environment.
• Analyze and process information relevant to a problem and when determining alternatives, and make recommendations using sound judgment and decision-making skills.
• Use initiative and independent judgment.
• Plan, organize, administer, and coordinate the support functions and work standards for an assigned court support unit.
• Perform a wide variety of complex and specialized administrative and support work.
• Effectively communicate both verbally and in writing.
• Clearly interpret, explain, and apply a variety of procedures, codes, statutes, policies, rules, instructions, and regulations related to court/jury office functions and courtroom proceedings.
• Effectively use the Court's computer systems and software.

Supplemental Information
HOW TO APPLY
Selection is only open to current employees of the San Francisco Superior Court who (1) are under a permanent appointment with the Court, or (2) previously held a permanent appointment and accepted a temporary appointment without a break in service. Individuals who are not current employees of the Court, or current temporary Court employees who did not previously hold a permanent appointment with the Court without a break in service may not apply.
Interested individuals must apply online and include a valid email address where the applicant can receive future correspondence regarding the position. Applicants must submit ALL the following items:

• San Francisco Superior Court online employment application (fully completed).
• Resume.
• One-page cover letter explaining why the applicant is interested in the position, and briefly describing the experience and education applicable to the position.

The online application, resume, and cover letter are very important to the selection process. It is recommended that applicants review the information in this announcement and on the application very carefully. Once the application has been submitted, it cannot be corrected, changed, or resubmitted. All applications must be submitted by the final filing date and time indicated in this announcement.
Applicants will be required to respond to the 7 items listed below when completing the online application:

1. Describe a time when you had to work with or address someone whose actions, performance, or behavior was challenging or disappointing. How did you approach the situation, maintain the individual's dignity, and balance understanding and compassion with the need to address the issue? (Please use a specific example from your professional experience. Describe the circumstances, your role and actions, the outcome, and what you learned from the experience. Your response should reflect your individual contributions rather than simply describing what the team accomplished.)

1. Describe a time when you had to work through a disagreement, competing interests, or differing perspectives with coworkers or another team to accomplish a shared goal. What role did you play, how did you approach the differences, and what did you do to support the success of the team? (Please use a specific example from your professional experience. Describe the circumstances, your role and actions, the outcome, and what you learned from the experience. Your response should reflect your individual contributions rather than simply describing what the team accomplished.)

1. Describe a time when you received difficult feedback, recognized that you had made a mistake, or realized that your own actions had affected another person's trust in you. How did you respond, what steps did you take to address the situation, and what did you learn about yourself? (Please use a specific example from your professional experience. Describe the circumstances, your role and actions, the outcome, and what you learned from the experience. Your response should reflect your individual contributions rather than simply describing what the team accomplished.)

1. Rank the following leadership areas/definitions listed below from one (1-most important) to ten (10-least important) based on what you believe are the skills that are most critical to be an effective court leader. Explain why you chose your #1 as your most important.

Conflict Management - Enables an environment where the perceptions of conflict as unacceptable, irritating, and/or inconvenient are transformed to ones where accountability and conflict are seen as productive ways to remain innovative, visionary, and mission driven. Acts to build personal ability and others' abilities in resolving conflict positively and effectively.

Customer Service - Balances the interests of a variety of clients; readily readjusts priorities to respond to pressing and changing client demands. Anticipates and meets the need of clients; achieves quality end-products; is committed to continuous improvement of services. Creates and sustains an organizational culture which encourages others to provide the quality of service essential to high performance. Enables others to acquire the tools and support they need to perform well.

Decisiveness - Exercises good judgment by making sound and well-informed decisions; uses tools to enhance decision-making skills; perceives the impact and implications of decisions on the organization; makes effective and timely decisions, even when data is limited or solutions produce unpleasant consequences; is proactive and achievement oriented.

Emotional Intelligence - Demonstrates, encourages, and coaches others to use self-awareness in their dealings with others; self-regulation in the expressing of their ideas and concerns; self-motivation to stay professional and productive especially when situations become difficult; empathy when dealing with others who are experiencing difficulty; and maintaining effective relationship and networks of people.

Integrity/Honesty - Instills mutual trust and confidence; creates a culture that fosters high standards of ethics; behaves in a fair, transparent, and ethical manner toward others; and demonstrates a sense of agency-wide responsibility and commitment to ethical public service.

Interpersonal Skills - Continually assesses situations and is personally aware of own behaviors and their impact on others. Considers and responds appropriately to the needs, feelings, and capabilities of different people in different situations; is tactful, compassionate and sensitive, and treats others with respect especially in difficult conversations. Maintains emotional control when confronted with challenging individuals and situations.

Motivating Others - Creates and sustains an organizational culture which encourages others to provide the quality of service essential to high performance. Enables others to acquire the tools and support they need to perform well. Influences others toward a spirit of service and meaningful contributions t