Assistant Business Analyst (HRMS Option)

THIS IS A NEW ASSEMBLED EXAMINATION. The eligible list resulting from this examination will cancel any existing list and will last approximately one year, but may be extended. 

Applications must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing.  Postmarks are not accepted. A properly completed Supplemental Questionnaire must be submitted with each application.  Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Postmarks are not accepted.  Failure to submit the Supplemental Questionnaire will result in disqualification.  Applications will only be accepted on-line.

ABOUT THE DIVISION:
The Human Resource Information Systems Division is responsible for the development and maintenance of information system plans that meet Human Resources’ automation, data, records and information management requirements of the County. The division's primary focus is on establishing integrated systems for the administration and deployment of strategic Human Resource Information, programs, and services. Services include the following but are not limited to:
 
- Assessment, development, implementation and support of County Human Resources Managment System
  (HRMS) technology-based business solutions to support County department goals and objectives.

- Ensures conformance with County Civil Service Rules, salary ordinance, labor agreements and
  administrative procedures,

- Supports County departments in enacting personnel transactions in the County HRMS and ensures secure
  access to employee records.

- Manages employee salaries and pay grades.

- Develops and conducts on-going needs and skills assessments to improve end-user job performance and for
  consideration in software upgrades; coordinates and provides education and training to enhance skill
  development and competency for HRMS end users.

- Identifies and recommends solutions or alternate methods to meet department requirements; determines if
  the issue requires technical resolution and develops resolutions.

- Utilizes the County's HRMS and query tool to generate statistical reports; participates in the development of
  standard reports for ongoing user needs.

ABOUT THE POSITION:
Under direction, positions in this classification assist in the design, configuration and maintenance of the countywide ALCOLINK (PeopleSoft) HRMS.  Positions in this classification are responsible for the organization and coordination of the HRMS operations and maintenance; to provide systems training and support to end-users; to monitor and respond to user needs related to human resources system; to act as liaison between the County Information Technology Department staff and the Human Resources Services Department in resolving technical issues; to serve as a functional expert on upgrades and re-implementations; and to do other work as required.

The Assistant Business Analyst performs journey level work and functions as a department functional/technical classification requiring a broad based knowledge of human resources principles and practices and integrated computerized human resources system software applications. The Assistant Business Analyst also assists with system set up, testing and ongoing system and end-user functional support for HRMS or other databases/systems.  Incumbents report to and receive instruction from the Business Analyst.

THE IDEAL CANDIDATE:
In addition to meeting the minimum qualifications the ideal candidate will have the ability to think both creatively and artistically while demonstrating a thorough knowledge of Human Resources computing environment/systems similar to those found in Alameda County such as: PeopleSoft Applications, PREQ, and ALCOLINK; adhere to established standards, and complete projects within stringent time schedules; handle multiple tasks at once, prioritize, and demonstrate flexibility and adaptability on various projects and demonstrate excellent follow-through on each task assigned; perform well under pressure; analyze and diagnose problems quickly to come up with a workable solution within prescribed standards; communicates effectively both orally and in writing; and posses a thorough knowledge applications, systems, policies, procedures, and rules related to the Human Resources Services Department and the County.

Experience:
The equivalent of two years of full-time experience with a fully integrated automated system or database. Experience must include responsibility for automated system set up, maintenance, troubleshooting, business process assessment and development and/or end users support in the areas of human resources, payroll, benefits, or purchasing functions. Experience must demonstrate the possession of the knowledge and abilities. Previous use of web-based PeopleSoft, Oracle, or SAP highly desirable.

Special Requirements:
This position resides in the Human Resources Services Department and requires a minimum of one year of work experience in a human resources setting that requires the use of a HR related database such as HRMS/HRIS, at least six months of which must have included processing a wide range of human resources transactions, including new hires, promotions, terminations, employee status changes and pay increases.

Incumbents in this classification will be required to work some evenings, weekends and/or on call.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.

Knowledge of:
• Principles and practices of public sector human resources, payroll and benefits programs, position management concepts, position budgeting concepts or purchasing functions.
• Configuration Tables/concepts and their impacts and relationships to automated system functionality.

Ability to:
• Gather and analyze data.
• Orally communicate effectively.
• Read, interpret and apply laws, rules, regulations, standards and procedures.
• Establish and maintain effective working relationships with others.
• Make sound judgments and appropriate recommendations.
• Multi-task and prioritize workload.
• Meet deadlines.
• Read and understand general design of system modification documents.
• Use of other related software i.e. Excel, Word, Outlook, Power Point and Visio.
• Apply County Human Resources or Purchasing policies and procedures.
• Write query logic statements.

Alameda County utilizes a Civil Service Selection System founded on merit.  Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position.  Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position.  Other recruitments many be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work.

To learn more about our recruitment and selection process, please visit the “What You Need to Know” section of our website, www.acgov.org/hrs.

We reserve the right to make changes to the announced selection process.

Applications will be screened using the supplemental questionnaire and according to the minimum professional qualifications and ideal candidate statements outlined in this posting. The most suitably qualified candidates will be invited to participate in the interview process. Meeting the minimum qualifications for the position does not guarantee advancement to the interview process; only the most suitably and best qualified candidates will be invited to participate.  

The following dates have been confirmed but may be subject to change based on the needs of the Agency.

Tentative Selection Schedule:

Last Day of Filing - March 8, 2013
Review of Minimum Qualifications and Supplemental Questionnaire - March 15, 2013
Panel Interview - TBD
Department Hiring Interview - After the completion of the oral panel interviews (TBD)

Please note that the panel interview will be weighted as 100% of the candidates' final examination score and may contain situational exercises.

The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) of 1990, and Alameda County Resolution No. R-83-773.  To request an accommodation due to a disability during this or other phases of the selection process, please contact the Human Resource Services Department at (510) 272-6472 before the final filing deadline. Alameda County Human Resources Services will require documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a permanent disability pursuant to the U.S. Equal Employment Opportunity Commission's statute of the Americans with Disability Act of 1990, as amended, and/or the California Department of Fair Employment and Housing (DFEH) Act. 

For more information regarding our Reasonable Accommodation procedures, please visit our website, www.acgov.org/hrs 

ABOUT THE COUNTY

Alameda County, located on the east side of San Francisco Bay, is California's seventh-largest county.  The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion.  Oakland, the County seat, is California's eighth largest city.  One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas.  As a major urban county, Alameda provides a full range of services to its citizens.  The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles.  The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities.

MANAGEMENT EMPLOYEE BENEFITS

MEDICAL PLANS

The County offers HMO and PPO medical plans.  The County has two contributions structures, 1) County contributes 100% of the lowest cost HMO; or 2) County contributes 90% of the HMO plans and 90% of the lowest cost HMO towards the PPO. The County contribution can be prorated based on the number of work hours up to 50% of the standard hours in a pay period.  Employees pay any additional premium costs if they chose an alternate HMO or PPO Plan. If an eligible employee waives all medical coverage through the County, a monthly stipend may be provided.

DENTAL PLANS

The County offers two Dental Plans: PPO and Dental Maintenance Option (DMO). The County contributes up to 100% of the family coverage for both plans as long as the employee works at least 50% of the standard hours in a pay period. The PPO option plan design is 100% Preventative, 80% Basic Care, 80% Major Care with a $45 per individual deductible and annual maximum up to $1,450 per. The DMO option has an orthodontic benefit for children as well as adults.

VISION BENEFIT

The County offers two Voluntary Vision Plans through Vision Service Plan (VSP) for eligible employees.  The two plans consist of a low option and a high option that offer annual eye exams and coverage for various frames and lenses.  The Voluntary Vision Plan is 100% employee paid and available to employees and their dependents.  In addition, an annual eye exam is covered for participants in the HMO Medical Plans with corresponding co-pay. 

LIFE INSURANCE

The County pays for a Basic Life Insurance policy of $25,000.  Supplemental Life Insurance for an employee can be purchased in $10,000 increments up $1,000,000.  Supplemental Life Insurance can also be purchased for spouse/domestic partner and/or eligible dependent children.

ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE

An employee can purchase either a policy for themselves or a family policy in $25,000 increments up to $500,000.

COUNTY ALLOWANCE DOLLARS

The County provides up to $2900 of flex dollars annually, dependent upon the management employee's represented or unrepresented classification.  These flex dollars can be used to pay for medical, Supplemental Life and/or AD&D premiums.  The unused portion of these flex dollars are deposited into a Health Flexible Spending Account for the management employee, which can be used for unreimbursed medical expenses.

HEALTH FLEXIBLE SPENDING ACCOUNT

Employees may opt to salary contribute on a pre-tax basis up to $10,000 for eligible out of pocket medical, dental and vision expenses such as: prescription co-pays, office visit co-pays, prescription eye glasses or contact lenses.

DEPENDENT CARE ASSISTANCE PROGRAM

For employees who have either children under age 13 or dependents (parent, sibling or in-law incapable of self-care) that are dependent upon the employee for care can contribute salary on a pre-tax basis up to $5,000 annually.  These pre-tax dollars can be used to pay for day care expenses provided by a licensed facility.

 

COMMUTER BENEFITS

For the 2011 Plan Year, an employee can set aside up to $230 a month in pre-tax dollars to pay for qualified work-related parking and commuting to and from work transit fees.

HOLIDAYS

Eleven paid holidays plus two or four floating holidays depending on the union bargaining unit.  Represented management employees are entitled up to three additional days of management paid leave. Unrepresented management employees are entitled up to seven days of management paid leave.

VACATION AND SICK LEAVE WITH PAY

Vacation accrual ranges from two weeks to five weeks depending upon years of service and the union bargaining unit to which the position is assigned.  Sick leave accrues at the approximate rate of one-half day per bi-weekly pay period.  Exact rate is based on the union bargaining unit and is defined in the corresponding Memorandum of Understanding.

VACATION PURCHASE PROGRAM

The County allows you to purchase one or two additional weeks of vacation through payroll deduction.  Exact benefit is based on the union bargaining unit and is defined in the corresponding Memorandum of Understanding.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The County has an EAP available for employees, spouses/domestic partners and eligible dependents.  This program provides services such as: counseling, financial consulting, child and elder care consulting and some legal counseling.

DISABILITY or INCOME REPLACEMENT

Two voluntary plans are offered: Short-term Disability and Long-term Disability can be purchased through a payroll deduction or with accrued vacation hours depending upon the union bargaining unit.

LONG TERM CARE

This voluntary benefit extends care for yourself and/or your spouse and/or your parents who experience a serious accident, chronic illness or frailties of old age.  Places where care can be provided are: in one's home, at a nursing home, at an assisted living facility or adult day care center.

RETIREMENT

The County retirement program is a Defined Benefit plan and is governed under the provisions of the 1937 Act.  The County's retirement is based on one's age upon entrance, compensation, years of service and specific percentage of employee/employer contributions with the County's portion vesting after five years of employment. (With regard to Project positions - Regularly appointed incumbents in full-time, non-project positions in the Alameda County classified service who are current members of the retirement system and who are appointed, without a break in service or status to a project position can elect to remain in the retirement system.  Individuals hired into a project position and subsequently appointed to full-time, non-project positions become members of the retirement system at the time of the regular appointment.  Computations and determinations of eligibility for retirement shall be based on the date of the regular appointment, with entitlements being prospective from that date.)

DEFERRED COMPENSATION

The County offers a Deferred Compensation program where an eligible employee can voluntarily contribute on a pre-tax and/or after-tax basis, a minimum of $20 per pay period up to the total annual contribution limit.

ADDITIONAL INFORMATION

VETERAN'S PREFERENCE
Those claiming additional preference points as a VETERAN must submit a copy of the DD214 form on the day of the oral examination. Those claiming additional preference points as a DISABLED VETERAN must submit a copy of the DD214 form and a letter from the Department of Veteran Affairs confirming eligibility for additional points on the day of the oral examination.

REASONABLE ACCOMMODATION
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disability Act (ADA) of 1990, and Alameda County Resolution No. R-83-773.  To request reasonable accommodation, you must notify the Human Resource Representative listed on this bulletin as soon as possible and before the last day to file, in order to make the necessary arrangements during each step of the examination process.                                                               (510) 272-3703 (TDD)

DISASTER SERVICE WORKER
All government employees are disaster service workers as defined by California Government Code Section 3100.  In addition to everyday duties, employees have the added responsibility of helping throughout any disaster.

DMV EMPLOYER PULL NOTICE PROGRAM
All county employees who drive on county business are required to enroll in the California Department of Motor Vehicles Employer Pull Notice Program in an effort to promote driver safety.  Employees’ driver record reports will be released to the County Safety Officer in Risk Management to ensure that employees have valid driver’s licenses and are eligible to drive on county business.
 

BACKGROUND INVESTIGATION
An applicant's previous employment may be investigated.  Results of this investigation may be cause for disqualification.  Also, all convictions will be reviewed and may result in a request for additional information or termination of employment.  A conviction record will not necessarily disqualify an applicant from employment.  Each case will be given individual consideration, based on job-relatedness.

MEDICAL EXAMINATION
All prospective county employees must pass a medical examination before beginning employment.  For positions which require a commercial driver's license and the performance of functions defined as "safety sensitive," Federal law and County policy requires that the examination include a drug screening process.  Offers of employment are conditional upon successful completion of this examination.

Alameda County is an Equal Opportunity/Affirmative Action employer.  Women, ethnic and racial minorities and persons with disabilities are encouraged to apply.  Applicants will be considered without regard to their race, color, religion, sex national origin, age, disability, sexual orientation, or any other non-job-related factor.

All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the "My applications" button on the Current Job Openings page.

Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment.

NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. All notices are generated through an automated email notification system. Replies to the email box are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs. You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied.

Samson Gee, Personnel Services Manager
Human Resource Services Division, County of Alameda
510-267-9492
www.acgov.org