Deputy Public Defender

Deputy Public Defender I

Begin your rewarding legal professional career with the County of San Diego, Department of the Public Defender, by becoming a Deputy Public Defender I. Interviews and job offers will take place beginning the week of October 5, 2026. Future salary increase June 2027 – 7.38% increase to base pay (3.0% Across-the-Board + 4.38% Market Adjustment).

As a Deputy Public Defender I, you will provide legal counsel and represent adult or juvenile defendants in criminal cases when appearing before the courts in San Diego. You will also receive close supervision from experienced deputies and assist them in progressively more complex cases. This is the professional entry-level class in the Deputy Public Defender series.

The timeline for this recruitment is outlined below:

• Job Offer and Background Process begins: Shortly after the interviews. Note: Current County employees may be excluded from additional background screening.
• Pre-employment Medical Screening: Approximately 3 days following successful background investigation results.
• Anticipated Start Date: Start date will be based upon successful completion of medical screening or other mutually agreed upon date.

Minimum qualifications:

1. Possession of a Juris Doctor degree from an accredited law school (applicants MUST submit a copy of an official or unofficial transcript), AND
2. Active membership in good standing with the State Bar of California (applicants MUST provide their bar card number and date of admittance on Supplemental Questions)

Applicants must also immediately submit the following:

1. An updated resume
2. A Cover Letter
3. 2 to 3 letter(s) of recommendation from a judge, attorney, or other legal professional in good standing.

Note:

• Applicants who sat for the most recent California Bar Examination are eligible to submit an application and need not submit a California bar number. However, proof of passing the bar examination will be required when results are provided.
• Applicants who successfully passed a prior California Bar Examination and are pending final admission are eligible to submit an application and need not submit a California bar number. However, proof of passing the bar examination will be required at the time of application.
• Applicants must provide valid documents verifying passing the exam and admission to practice no later than the time of appointment.
• Positions may involve necessary and timely transportation for field travel, requiring the ability to arrange transportation to different worksites, meetings, or field work.

Blind Applicant Screening: The Department of Human Resources removes personally identifiable information from all recruitments. This practice, called Blind Applicant Screening, hides a candidate's personal information that could influence or bias a hiring decision. Personal information includes name, phone number, address, gender, age and race. This process helps contribute to a fair and equitable selection process leading to a more diverse and inclusive workforce.

Background Investigation: Must have a reputation for honesty and trustworthiness. Misdemeanor and/or felony convictions may be disqualifying depending on type, severity, and recency. Prior to appointment, candidates will be subject to a background investigation.

Condition of Employment: As part of the County of San Diego's pre-employment process, prospective candidates will undergo a background check (including fingerprinting) and a pre-employment medical screening prior to beginning County employment. Additional types of background investigations may be conducted based on the job-related activities of the position. Current County employees may be excluded from this process.

Working Conditions: May be subjected to patients with communicable diseases and persons that may be potentially hostile or violent. May work with biohazards (i.e., medications and pharmaceutical sharps) and may be exposed to chemicals.

Evaluation: Qualified applicants will be placed on a nine (9) month employment list based on scores received during the evaluation of information contained in their employment and supplemental applications. Accommodation Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions of the job, on a case-by-case basis.