1244 Senior Human Resources Analyst
|Date Opened||4/14/2021 08:00:00 AM|
|Filing Deadline||5/28/2021 5:00:00 PM|
|Salary||$51.04 - $62.00/hour; $8,847.00 - $10,747.00/month; $106,158.00 - $128,960.00/year|
|Job Type||Permanent PBT|
Amended on 5/10/2021 to change the filing deadline to 5/28/2021.
This announcement has been amended to extend the filing deadline for additional recruitment. Interested applicants are encouraged to file immediately. Applicants who previously applied need not reapply.
This is a Position Based Test administered in accordance with Civil Service Rule 111A.
About San Francisco Public Library
San Francisco Public Library (SFPL) is dedicated to providing free and equal access to information, knowledge, independent learning and the joys of reading for our diverse communities. The library system includes the architecturally significant Main Library in the city’s Civic Center, 27 neighborhood branch libraries, a partnership library within SFMOMA, two administrative buildings and four bookmobiles. With a collection of more than 3.7 million items, and circulation exceeding 11 million each year, SFPL serves more than 6 million visitors annually. The library system has extraordinary political and fiscal support that mandates an annual funding allocation from the city’s property tax revenues, resulting in a budget of $151.7 million in FY 21. With a strong budget, SFPL has approximately 900 employees committed to outstanding public service.
In June 2018, the Library was named Library of the Year by Gale/Library Journal for its active promotion of San Francisco’s values of inclusion, diversity, and equity and its ability to create programs and policies that support those democratic values. The library embraces its role as the most democratic of institutions, providing safe and welcoming facilities for all. Through a robust array of services and programs, the library places an emphasis on literacy and learning, digital inclusion, social justice, equity and healthy communities. To learn more about SFPL, please visit https://sfpl.org/
About the Position
Under the direction of the Library Human Resources Director, the Senior Human Resources Analyst performs advanced journey level professional duties in the areas of employee and labor relations, EEO and reasonable accommodation matters, leaves, workers’ compensation and human resources operations and, recruitment and selection. This position will focus on providing accurate and timely advice, consultation, and information to department managers, supervisors, and employees regarding personnel-related issues, policies, procedures, rules, and requirements, including disciplinary and work performance management matters, labor contract provisions, grievances, EEO and ADA matters, leaves, workers’ compensation, and other generalist HR operations administration, and may administer recruitment and selection processes.
Essential functions of the position include, but are not limited to:
• Conducts investigations and prepares investigative reports on issues of workplace misconduct and other complaints;
• Drafts disciplinary documentation, correspondence, and memoranda;
• Reviews and responds to grievances; and conducts and represents the Department during grievance arbitrations;
• Investigates and responds to complaints of discrimination, harassment, and failure to accommodate and other EEO related complaints;
• Evaluates and responds to requests for reasonable accommodation, facilitates interactive process, coordinates and implements reasonable accommodation program;
• Reviews, analyzes and responds to requests for information from departmental representatives, labor organizations, directors, managers/supervisors, employees, applicants, other departments/agencies and the general public; interprets and explains personnel rules and policies;
• Meets and confers with employee organizations; participates as a member of a bargaining team during City-wide labor contract negotiations;
• Administers provisions of the Employee Relations Ordinance and various labor contracts;
• Conducts performance management training and provides performance management advice to managers and supervisors;
• Supervises, directs and provides coaching and training to professional and/or technical staff;
• Administers, monitors, and tracks employee leaves and workers’ compensation matters;
• May perform recruitment and selection activities such as preparing job announcements, conducting job analyses with Subject Matter Experts; administering examinations, preparing job announcements, communicating with applicants, reviewing employment applications to determine applicants’ eligibility based on minimum qualifications; facilitating the administration of examination scoring; and establishing eligible lists;
• May consult with and advise hiring managers on developing selection devices, interview questions and rating guidelines; coordinate hiring and selection processes; and conduct pre-employment and on-boarding activities;
• Provide support in other generalist HR operations function and administration;
• Drafts and prepares correspondence, reports, and memoranda;
• Gathers, prepares, compiles, reviews, analyzes, maintains, and tracks personnel-related information, records, and reports;
• Makes presentations to boards, commissions, and other decision-making bodies; and
• Performs related duties as assigned.
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.
Note: One (1) year is equivalent to 2,000 hours worked. 2,000 hours of qualifying experience is based on a 40 hour work week.
Applicants must meet the minimum qualifications by the final filing date unless otherwise noted.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
• Two (2) years or more of verifiable experience conducting investigations of workplace misconduct and other complaints; and drafting and preparing investigative reports, and disciplinary documentation, correspondence, and memoranda.
• Experience investigating and responding to complaints of discrimination, harassment, failure to accommodate, and other EEO-related matters.
• Experience meeting and conferring with labor unions/employee associations and participating in labor contract negotiations.
• Experience reviewing and responding to grievances and participating in grievance arbitration.
• Demonstrated ability to resolve conflicts in a professional, positive, customer-focused manner.
• Experience evaluating and responding to requests for reasonable accommodation.
• Experience administering, monitoring, and/or tracking employee leaves.
• Ability to provide critical analytical support to management team with regard to human resources functions and programs.
• Strong written and verbal communication skills, and experience in facilitation and making presentations to large groups and a variety of audiences (e.g., staff meetings, executive team briefings, boards and commissions meetings.)
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 PBT-1244-109633 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
In line with the Official Public Health Order to slow the spread of COVID-19, “shelter-in-place” has been issued for all San Francisco residents that is expected to be in effect until further notice. As a result, Department of Human Resources (DHR)’s office (located at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103) is currently closed to the general public. If you have any questions, please feel free to email the Human Resources Analyst listed on this announcement.
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, @famsf.org, @ccsf,edu).
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.
Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.
IMPORTANT: All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included in the education and work history sections of the City and County of San Francisco online application by the filing deadline. Failure to submit a complete and accurate application at the time of filing may result in your ineligibility for this recruitment. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.
Applicant MUST attach the following documents online through JobAps at time of application filing; however, resumes will NOT be accepted in lieu of a completed City and County of San Francisco application.
1. Resume (Upload through “Resume” tab)
2. Cover Letter (Upload through “Other Item” tab)
If you have any questions regarding this recruitment or application process, please contact the analyst, Vivian Yeung via e-mail Vivian.Yeung@sfpl.org.
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at https://sfdhr.org/how-verify-education-requirements
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.
Applicants are advised to keep copies of all documents submitted. Submitted documents become a part of the recruitment process and will not be returned. The department may require applicants to present additional material.
The Core Examination and Employee Relations Subtest will be administered remotely. These computer-administered exams can be taken at home. Candidates must have access to a computer and reliable internet connection to participate in these exams. Candidates will be scheduled for a specific time and date to complete the examinations. Candidates who meet the minimum qualifications will be invited to participate in the two exam components described below.
Core Examination (Weight 70%): A multiple-choice examination, designed to measure relative knowledge, skills and abilities in job-related areas including, but not 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.
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
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
Employee Relations Subtest (Weight: 30%): A multiple-choice test, designed to measure relative knowledge, skills and abilities in job-related areas including, but not limited to:
• Knowledge of, and ability to apply, principles and practices used in grievances and dispute resolution.
• Knowledge of, and ability to apply, the Fair Labor Standards Act (FLSA).
• Knowledge of, and ability to apply, relevant court cases.
• Ability to evaluate proposed solutions, exercise good judgment, and persuade others to obtain support.
The Core Examination and Employee Relations Subtest are standardized examinations and, therefore, in accordance with Civil Service Rule 111.11.4, 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 passing scores for the Core Examination and Employee Relations Subtest 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 and/or Employee Relations Subtest 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 this 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.
IMPORTANT: Candidates must achieve a passing score on both the Core Exam and Employee Relations Subtest in order to move forward in the selection process and be placed on the Eligible List/Score Report in rank order according to their final scores.
Only those applicants who meet the Minimum Qualifications will be notified of the details about the Core Examination and Employee Relations Subtest.
Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.
Department Selection Procedure: San Francisco Public Library may administer additional position-specific selection procedures to make final hiring decision for position in Class 1244 Senior Human Resources Analyst. Only those candidates whose qualifications most closely meet the needs of the Department will continue in the departmental selection process, which may consist of an oral interview and/or performance exercise. Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.
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 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/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/Forms-Documents/Position-Count-by-Job-Codes.pdf.
The certification rule for the eligible list resulting from this examination will be Rule of Seven (7) Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
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: 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.
Reasonable Accommodation 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
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.
Exam Type: CPE
Issued: April 14, 2021; Amended April 21, 2021; Amended on May 10, 2021
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-1244-109633 (Position# 01144640)
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.
Click on a link below to apply for this position:
|Fill out the Supplemental Questionnaire and Application NOW using the Internet.|
|View and print the Supplemental Questionnaire.||This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here.|