1824 Principal Administrative Analyst
|Date Opened||1/8/2018 2:00:00 PM|
|Filing Deadline||1/11/2019 5:00:00 PM|
|Salary||$109,148.00 - $132,678.00/year|
|Job Type||Permanent PBT|
Administratively reposted and amended on 1/8/2019 to reflect a change in the eligible list certification from a Rule of Three to a Rule of Ten.
1824 Principal Administrative Analyst
Office of the Controller
City Services Auditor (CSA) Division
The City Services Auditor (CSA) is a mandate of the Charter of the City and County of San Francisco (City) that voters approved in 2003. Charter Appendix F grants CSA broad authority to:
Report on the level and effectiveness of San Francisco’s public services and benchmark the City to other public agencies and jurisdictions.
Ensure the financial integrity and improve the overall performance and efficiency of city government.
Conduct financial and performance audits of city departments, contractors, and functions to assess efficiency and effectiveness of processes and services.
Operate a whistleblower hotline and website and investigate reports of waste, fraud, and abuse of city resources.
Under general administrative direction, the Principal Administrative Analyst plans, organizes, leads and coordinates processes and supervises staff engaged in complex, sensitive, and detailed analytical work to manage CSA’s annual budget and work plan and oversee City Performance’s business and operations.
Essential Duties Include:
Plan, monitor and manage the City Services Auditor (CSA) annual budget. Includes overseeing work order tracking, developing CSA’s billing rates, monitoring CSA’s expenses and projecting and managing the budget overall. Includes working closely with the Controller’s Office Finance division to process CSA’s budget through the City’s financial system and providing budget and work order updates to CSA and Controller’s Office leadership;
Manage annual CSA work planning process, including creating schedules and ensuring resources are assigned, managing and updating tracking documents, supporting resource and work order balancing, finalizing the work plan with CSA and Controller’s Office leadership, and overseeing work plan tracking and management systems;
Coordinate process for City Performance resource planning, collecting staff assignments, facilitating quarterly resource planning and allocation, overseeing implementation of staff assignments into CSA’s systems, and managing reporting processes and tracking of staff assignments and hours;
Manage the City Performance staffing plan, including forecasting staff hours, tracking positions, coordinating with Controller’s Office human resources on recruitment and hiring processes, and overseeing new employee orientation activities;
Manage the City Performance training plan, including identifying staff training needs, coordinating processes to develop and administer trainings, acting as central contact on training opportunities and reimbursements, and ensuring tracking of training;
Oversee the operational needs of City Performance, including managing policies and procedures, coordinating SharePoint and OpenAir administration, and overseeing processes to manage logistics, office materials, facilities and technology needs;
Directly supervise operations staff, and effectively collaborate with CSA managers, staff and Audit Unit staff and Director;
Make informed, effective decisions and take responsibility for project/task completion; and,
Other duties as assigned
1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university, and five (5) years full-time equivalent experience performing professional-level analytical work as described in Note A; OR
2. Possession of a graduate degree (Master's degree or higher) from an accredited college or university with major college coursework as described in Note B, and four (4) years full-time equivalent experience performing professional-level analytical work as described in Note A; OR
3. Possession of a baccalaureate degree from an accredited college or university, and six (6) years full-time equivalent experience performing professional-level analytical work as described in Note A; OR
4. Possession of a baccalaureate degree from an accredited college or university with major college coursework as described in Note B, and five (5) years full-time-equivalent experience performing professional-level analytical work as described in Note A;
SUBSTITUTION: Applicants may substitute up to 2 years of the required education with additional qualifying experience in budget analysis, financial analysis and reporting, legislative/policy analysis, or contract/grant administration. One year (2000 hours) of additional qualifying experience will be considered equivalent to 30 semester units/45 quarter units.
Notes on Qualifying Experience and Education:
A. Qualifying professional-level analytical experience must be in one or more of the following functional areas: complex budget analysis, development and administration; complex financial/fiscal analysis and reporting; development of complex contracting systems and administration of competitive bid processes and complex contractual agreements; development and evaluation of complex management/administrative policy; complex grant administration and monitoring; complex program evaluation and planning; complex legislative analysis; complex economic analysis; or other functional areas related to the duties of positions in Class 1824, where the primary focus of the job is complex professional-level analysis for evaluation, recommendation, development and implementation of major programs and functions of department/organization. Analytical experience equivalent to the duties of Class 1823 is considered qualifying.
B. Coursework applicable to a baccalaureate or higher degree in specialized subject matter areas such as public or business administration, management, business law, contract law, public policy, urban studies, economics, statistical analysis, finance, accounting or other fields of study closely related to the essential functions of positions in Class 1824.
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 http://sfdhr.org/index.aspx?page=456
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.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
- Project Management experience.
- Knowledge of the principles and practices of performance measurement, benchmarking, management and organization, and/or strategic planning.
- Excellent oral and written communications skills, including ability to communicate clearly and concisely with diverse audiences.
- Ability to prepare clear, concise and well organized reports, memos, and correspondence.
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, Carlos Benitez, by telephone at 415-554-7530, or by email at Carlos.Benitez@sfgov.org
Minimum Qualification Supplemental Questionnaire: (Screening) Applicants will be prompted to complete a Qualifying Supplemental Questionnaire as part of the online application process. All applicants must complete the Supplemental Questionnaire and it must be submitted with the application by the final filing deadline. The information provided on the Supplemental Questionnaire must be consistent with the information on the application and is subject to verification. Responses to the Supplemental Questionnaire are not scored and are used to assist in determining if applicants meet the minimum qualifications for the position.
Written Multiple-Choice Examination - (Weight: 40%)
Candidates 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 evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis
• Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas)
• Ability to use various computer software programs.
Supervisory Test Battery - (Weight: 60%)
Candidates who attain a minimum passing score on the written examination component will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/Modules/ShowDocument.aspx?documentid=11676
A passing score must be achieved on the Written Multiple-Choice Examination and the Supervisory Test Battery in order to continue in the selection process.
The above test components are considered standardized and, therefore, test questions and answers are not available for public inspection or review.
Candidates may receive two or more scores in association with the above selection components. One or more will correspond to the core component of the multiple-choice exam component (i.e., core examination and/or one or more specialty areas). Those candidates who participate in the Supervisory Test Battery, will attain an additional score. Any scores attained on each of these components 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 take any test components for which you have already attained a score. Your score on the Core Exam is not valid for any other classifications in the Admin Analyst Series. You cannot apply a score from the Core exam used for 1820, 1822, or 1823, as it is a different test.
The Supervisory Test Battery may be used for many other classes, therefore your test score may be applied to other classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes any of these components (i.e., core exam, specialty subtest(s) and/or supervisory test battery), your score(s) for the corresponding test component(s) will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score(s) to the other announcement or (b) re-take the test component(s). 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 test component (core, specialty subtest or supervisory test battery) is used.
Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
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 six 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.
The certification rule for the eligible list resulting from this examination will be Rule of Ten Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
As a finalist 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 finalist. 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 selected as a finalist, 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.
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.
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at:
Information regarding requests for Veterans Preference can be found at:
Seniority Credit in Promotional Exams:
Information regarding seniority credit can be found at:
Exam Type: CPE
Human Resources Director
Department of Human Resources
Recruitment ID Number: 092518
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.