1244 Senior Human Resources Analyst

Recruitment #PBT-1244-090534

Introduction

This is a Position Based Test conducted in accordance with Civil Service Rule 111A. 
Clerically amended on 03/13/19

Under direction, the 1244 Senior Human Resources Analyst performs advanced journey level professional personnel duties in the areas of recruitment and selection; personnel operations; and performs technical work in other phases of personnel administration and thereby serves as an important resource capacity.  The essential job functions include:

  • Provides advice, consultation and information to departmental managers, supervisors and employees regarding organizational structures, appropriate staffing patterns, classification, compensation, budgetary issues and related personnel rules, policies and procedures;
  • Interprets and administers provisions of various collective bargaining agreements;
  • Supervise and train professional and technical staff;
  • Administer, evaluate, and monitor requests for salary adjustments;
  • Interpret, administer, and process requests for pay differentials and pay premiums;
  • Manage and monitor special projects;
  • Support the review, processing, and tracking of employee leave requests, including FMLA, CFRA, PDL, personal leave, bereavement leave, military leave, jury duty, etc., in compliance with labor contracts, civil service rules, federal and state legislation, and departmental policies;
  • Respond to employee requests for information;
  • Monitor the actions of subordinate staff to assure compliance with various union collective bargaining contract provisions that dictate the terms and conditions of employment for all employees of the Agency;
  • Analyze and resolve a variety of complex Agency employee hiring and separation issues; respond in writing to various verbal and written requests for information from management staff, employees, unions, and outside agencies;
  • Maintain position control and job vacancy databases and spreadsheets;
  • Conduct performance evaluations for subordinate staff; and
  • Perform other related duties as assigned.

Minimum Qualifications

EDUCATION:
Possession of a baccalaureate degree from an accredited college or university.

EXPERIENCE:
Three (3) years of verifiable professional human resources experience, similar to 1241 Human Resources Analyst, in one or more of the following areas of activity: recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration and human resources operations.

SUBSTITUTION:

  • Education Substitution - Additional qualifying work experience as a professional human resources analyst may be substituted for up to two years of the required education on a year-for-year basis (30 semester/ 45 quarter units equals one year).
  • Experience Substitution - Completion of a 12 month human resources trainee program equivalent to the City and County of San Francisco’s 1249 Human Resources Training Program may substitute for one (1) year of required professional experience.
  • Experience Substitution - Possession of a Juris Doctorate (J.D.) or Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience.

DESIRABLE QUALIFICATIONS: The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.

  • Experience in a human resources capacity working with crafts employees, management, boards, and labor unions/employee associations.
  • Experience using database systems such as PeopleSoft HRMS and spreadsheet programs such as Microsoft Excel.
  • Working knowledge and experience with FMLA/CFRA leaves.
  • Experience functioning as a technical and functional lead over technical and administrative support positions.
  • Ability to provide critical analytical support to a management team with regard to human resources issues, functions and programs.
  • Ability to work independently, exercise sound judgment and apply professional knowledge and skills to various personnel programs and problems.
  • Ability to work with discretion on confidential and sensitive issues.
  • Strong verbal and written communication skills

NOTEPlease ensure that your application and any attachments to the application submitted at the time of filing are complete and accurate and include details on all experience, education, training and other information that qualifies you for this recruitment. Failure to submit a complete and accurate application at the time of filing may result in your ineligibility for this recruitment or inability to receive full credit for scoring purposes. Any new information concerning work experience, education, training and other information that is submitted after the filing deadline may not be used for scoring or considered to determine whether you meet the minimum qualifications.

VERIFICATION: Applicants are required to attach copies of transcript(s) and verification(s) of qualifying experience to their online application, no later than the filing deadline at 5:00PM on March 20, 2019. Written verification (proof) of qualifying experience must verify that the applicant meets the minimum qualifications stated on the announcement. Written verification must be submitted on employer’s official letterhead, specifying name of employee, dates of employment, types of employment (part-time/full-time), job title(s), description of duties performed, and the verification must be signed by the employer. City employees will receive credit for the duties of the class to which they are appointed. Credit for experience obtained outside of the employee’s class will be allowed only if recorded in accordance with the provisions of the Civil Service Commission Rules. Experience claimed in self-employment must be supported by documents verifying income, earnings, business license and experience comparable to the minimum qualifications of the position. Copies of income tax papers or other documents listing occupations and total earnings must be submitted. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at
http://sfdhr.org/index.aspx?page=456.

Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco.

How To Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.

  • Select the desired job announcement
  • Select “Apply” and read and acknowledge the information
  • Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
  • Follow instructions on the screen

Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.

Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org).

Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records. Failure to receive this email means that the online application was not submitted or received.

All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores. If you have any questions regarding this recruitment or application process, please contact the exam analyst, Kingsley Yee, by telephone at (415) 554-4823 or by email at kingsley.yee@sfdpw.org.

Selection Procedures

Written Core Examination (Weight 70%): Candidates who meet the minimum qualifications will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include, but not be limited to:

  • Ability to analyze, evaluate and interpret data and information, including the ability to exercise good judgment when evaluating data and information
  • Ability to read, comprehend, interpret and/or apply written information, rules, procedures, regulations, etc.
  • Basic knowledge of, and the ability to apply policies, rules, and laws relating to recruitment and hiring processes, Civil Rights Act Title VII, EEO laws, and ADA
  • Basic knowledge of, and the ability to apply principles, techniques, procedures and practices relating to job analyses, position classification, valid selection procedures and research, including the ability to perform mathematical calculations associated with these activities

A passing score must be achieved on the Core Test.

This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review. The examination may contain additional items for the purpose of pre-testing items.  These pre-test items are not scored. Pre-testing allows performance data to be gathered and evaluated before items become scored in an examination.  These pre-test items distributed throughout the examination, WILL NOT be counted for or against you in your score, and will not be identified.

Your score will be valid and "banked" for three years, starting from the date of the examination.  This means that, during this three-year time period, you will not be required to re-take this test.  If the selection process for the future announcement is held within one year of the date of this examination and it includes the core exam your score will be automatically applied to that announcement.  However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the test.  Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the core test is used.  Please note that, should you re-test, your re-test score would become your official score since it is the most recent. 

Supplemental Questionnaire (Weight 30%): Candidates who pass the written core examination will be sent a Supplemental Questionnaire to complete and return. The Supplemental Questionnaire has been designed to measure knowledge, skills and/or abilities in job-related areas which may include, but not be limited to:

• Knowledge of, and the ability to apply, principles and practices used for personnel-related transactions;

• Knowledge of, and the ability to apply, principles and practices used in association with position classification;

• Knowledge of, and the ability to apply, principles and practices used for recruitment processes;

• Knowledge of, and the ability to apply, principles, practices, and procedures related to the development of valid selection instruments;

• Knowledge of, and the ability to apply, principles, practices, and procedures used for test administration;

• Knowledge of, and the ability to apply, policies, rules, regulations, and laws relevant to hiring processes;

• Knowledge of, and the ability to apply, Civil Service Rules applicable to human resource activities;

• Knowledge of, and the ability to apply, appeal processes and procedures;

• Knowledge of, and the ability to apply, the Uniform Guidelines on Employee Selection Procedures; 

• Ability to communicate written information in a clear, concise, and understandable manner.

The supplemental questionnaire will be rated and scored. All relevant experience, education and/or training must be on the supplemental questionnaire in order to be reviewed in the rating process. 

NOTE: Candidates must achieve a passing score on both selection components described above in order to move forward in the selection process.

CERTIFICATION RULE: 
The certification rule for the eligible list resulting from this examination will be Rule of 10.  The department may administer additional position specific selection procedures prior to making final hiring decisions.

ELIGIBLE LIST:

A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The duration of the eligible list resulting from this examination process will be twelve (12) months, and may be extended with the approval of the Human Resources Director.

Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please see http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use the classification.

Conviction History

As a selected candidate for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a selected candidate. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:

  • Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
  • Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.

Having a conviction history does not automatically preclude you from a job with the City.

If you are a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.

Disaster Service Workers

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.

Conclusion

Terms of Announcement:  Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations.  Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at www.jobaps.com/sf. The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule.  Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director.  Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.

General Information concerning City and County of San Francisco Employment Policies and Procedures:

Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.

Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.

Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.

Requests: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: 
http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities

Information regarding requests for Veterans Preference can be found at: 
http://sfdhr.org/information-about-hiring-process#veteranspreference

Seniority Credit in Promotional Exams:  Information regarding seniority credit can be found at:
http://www.sfdhr.org/index.aspx?page=20#senioritycredit

Exam Type:  Combined Promotive & Entrance
Issued:  03.06.2019; Amended: 03.13.2019
Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-1244-090534
GSA-KY, 554-4823

Benefits

All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.

For more information about benefits, please click here.



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