1244 Senior Human Resources Analyst - Office of Civil Rights
|Department||Human Services Agency|
|Date Opened||8/20/2019 08:00:00 AM|
|Filing Deadline||9/6/2019 5:00:00 PM|
|Salary||$48.81 - $59.31/hour; $8,461.00 - $10,281.00/month; $101,530.00 - $123,370.00/year|
|Job Type||Permanent PBT|
The Human Services Agency (HSA) is a department of the City and County of San Francisco and is the central resource for public assistance in the City. Our mission is to promote well-being and self-sufficiency among individuals, families, and communities in San Francisco.
The Human Services Agency was formed in 2004 with the merger of two previously existing city departments, the Department of Human Services and the Department of Aging and Adult Services. The Agency retains two commissions and two department heads. The agency also includes the Office of Early Care and Education.
WHAT WE DO
We provide a safety net for individuals and families by offering income support, community-based living supports, and assistance getting food, housing, and health coverage. We offer programs and services that ensure the protection and safety of children, the elderly, and dependent adults. We help people secure employment through training, job search, and child care assistance.
Under direction, the 1244 Senior Human Resources Analyst in the Office of Civil Rights (OCR) performs complex professional and technical human resources work in Equal Employment Opportunity (EEO) programs. Working under the direction of the Principal Human Resources Analyst, the Senior Human Resources Analyst will perform professional activities to ensure the Agency’s compliance with Federal, State, and local laws and regulations (e.g., Title VI & VII of the Civil Rights Act, California Department of Social Services Division 21, Americans with Disabilities Act), City and Agency policies and procedures, and Collective Bargaining Agreement provisions designed to provide equal opportunity in a wide range of employment and welfare benefit activities.
The Senior Human Resources Analyst will use their comprehensive knowledge and their skills in applying conventional fact-finding, analytical, and problem solving methods to evaluate facts and issues, resolve and mediate conflicts, report findings, and guide/advise management and the Agency.
- Perform intake meetings/interviews with employees and the public;
- Participate in conflict resolution/negotiations with managers, supervisors, employees, and their union or legal representatives, in order to resolve the complaints;
- Meet with employees, department heads, labor representatives, and personnel of other jurisdictions regarding the interpretation and application of civil rights laws and regulations concerning recruitment, examinations, classification and compensation, employee relations, and human resources operations;
- Seek to promote a better understanding of management’s goals, policies, viewpoints, and the reasons for them;
- Assist in the management and coordination of the development and review of departmental personnel policies and procedures;
- Interpret regulations, guides, and precedents, consider factors that contribute to the effectiveness and productivity of the organization, and work closely with specialists in the various personnel functions within the organization to resolve issues;
- Participate in the collection, compilation, analysis, and evaluation of data;
- Conduct analysis and recommend solutions to specific individual problems or cases.
Education: Possession of a baccalaureate degree from an accredited college or university; AND,
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.
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.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
- Knowledge of policies and regulations related to Equal Employment Opportunities (EEO).
- Experience processing leaves of absences, worker’s compensation claims.
- Ability to analyze data, define problem areas, formulate recommendations, and implement solutions for complex issues or problems.
- Ability to make comprehensive and unbiased evaluations with given information.
- Experience in conducting investigations including evaluating and making determinations regarding Americans with Disabilities Act (ADA) discrimination.
- Experience in the mediation process in a diverse array of disputes.
- Experience in creating correspondence, reports, and memos.
- Excellent written and verbal communication skills.
- Ability in interpreting, carrying out, and explaining complex laws, policies and procedures.
- Demonstrated ability to resolve conflicts in a professional, positive, solution focused manner.
**Applicants must meet the Minimum Qualification requirements at the time of filing**
Note: Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.
Applicants may be required to submit verification of qualifying education and experience at any point in the application, examination and/or departmental selection process.
Note: 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, Mirna Palma, by telephone at 415-557-5665 or by email at firstname.lastname@example.org.
Minimum Qualification Supplemental Questionnaire - Weight Qualifying
Written Core Exam - Weight 100%
MINIMUM QUALIFICATION SUPPLEMENTAL QUESTIONNAIRE - (WEIGHT QUALIFYING):
Candidates will be prompted to complete a Minimum Qualification Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.
WRITTEN CORE EXAMINATION - (WEIGHT 100%):
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 Written Core Examination.
These are standardized examinations and, therefore, test questions and test answers are not available for public inspection or review. The examinations 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 passing score for the Written Core Examination 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.
For your reference, a Multiple-Choice Test Preparation Manual is available on the DHR website: https://sfdhr.org/sites/default/files/FileCenter/Documents/18426-Multiple%20Choice%20Test%20Prep%20Manual.pdf
The certification rule for the eligible list resulting from this examination will be Rule of Ten. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
Eligible List/Score Report:
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 nine (9) 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/score report 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 https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246.
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
Terms of Announcement and Appeal Rights: 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.
Seniority Credit in Promotional Exams:
Information regarding seniority credit can be found at:
Copies of Application Documents: http://www.sfdhr.org/index.aspx?page=20#copies
Reasonable Accommodation Request: Information on requesting reasonable accommodation for persons with disabilities can be found at: http://www.sfdhr.org/index.aspx?page=20#reasonableaccommodation
Clerical Errors: May be corrected by the posting of the correction on the Department of Human Resources website at: http://www.sfdhr.org/index.aspx?page=20#announcementsdefinitions
General Information: Concerning City and County of San Francisco Employment Policies and Procedures: http://www.sfdhr.org/index.aspx?page=20
Driver’s License requirement: Most positions require a valid California’s driver’s license: http://www.sfdhr.org/index.aspx?page=20#license
Veteran’s Preference: http://www.sfdhr.org/index.aspx?page=20#veteranspreference
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. http://www.sfdhr.org/index.aspx?page=20#identification
Exam Type: CPE
Issued: August 20, 2019
Micki Callahan, Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-1244-099432
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.