Questions and Answers about Placer County

Here's what people have asked and answered about working for and interviewing at Placer County.

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4 questions

Describe a situation when you disagreed with the position or direction given to you by a supervisor. How did you resolve it?


With a rapidly aging workforce, succession planning needs to be elevated in priority. Implement strategies for better work-life balance including work-from-home options. Extra help employees are often treated as second class. Provide some level of pro-rated benefits to extra help. Invest in their training, create a merit increase scale for extra help. Allow them to compete in internal recruitments for permanent positions. In short, make it attractive to retain good extra helpers until permanent positions open up and mentor them for those positions. Encourage employees to shadow and train for the positions to which they aspire and not just their current positions (this is already trending, keep it up). Implement an incentive program to allow those with limited college to chart a path of advancement through flexible experience and education, similar to the Army’s Green-to-Gold program. Continue the emphasis on providing affordable workforce housing options and world class recreation.


Placer County is poised to be one of the fastest growing regions of the country over the next 30 years. If initiatives to bring two universities to South Placer (one CSU and one private), the Placer County Conservation Plan (balancing open space with development), transportation improvement, and redevelopment of resort areas in Tahoe for 4-season recreation are successful, Placer County will continue to be one of the nation’s most desirable places to live and work. If those initiatives are planned and executed poorly, Placer County will experience urban decay and blight.