1824 Principal Administrative Analyst

Recruitment #PBT-1824-112807

Introduction


Announcement Deadline updated to September 24, 2021.

09/07/2021: Announcement has been extended to September 24, 2021 to expand candidate pool.

This is a Position-Based Test conducted in accordance with CSC Rule 111A.

Please note that the eligible list established by this recruitment may be used to fill multiple 1824 positions in the SFPUC divisions that may become available. Below is the position description of the current vacant 1824. 

Position Description:
There are currently two (2) positions available with the People Science and Strategy team.  Of the two positions, one position will function as the Diversity, Equity, Inclusion and Belonging Analytics Manager (DEIB) and the second position will function as the Employee Engagement (EE) Manager.

The DEIB and EE Managers perform difficult and complex duties and assignments that are broad in scope and strategic in nature, including complex analysis, organizational research, change management, strategic planning, employee engagement, and program design and evaluation. You will analyze data, provide insights, and measure the effectiveness of employee programs to advance Diversity, Equity, Inclusion, and Belonging and Employee Engagement at the SFPUC.

Work Location: The positions are located at 525 Golden Gate Avenue, San Francisco CA.  The positions may require the employee to temporarily telecommute on a full-time basis until further notice is given to return to the office.

Special considerations during the COVID-19 pandemic:
The SFPUC is committed to keeping all employees safe in the workplace and has taken many measures to ensure the safety of all employees. While policies and timelines are still being finalized, this role will mostly likely be able to telecommute for up to three days per week and report on site at least two days per week starting in September 2021.

Essential Functions:
According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned to this job code/class and are not intended to be an inclusive list.

Major duties and responsibilities include but are not limited to the following:
  • Direct and conduct difficult, sensitive, highly visible and complex analytical work to further advance the SFPUC’s initiatives, objectives, and strategies related to employee diversity, equity, inclusion and belonging (DEIB), and Employee Engagement. This includes overseeing and conducting research activities, including establishing new data collection methods and providing data analysis and recommendations, to support workforce analytics, competency modeling, engagement, diversity, equity, inclusion, & belonging
  • Leverage new and existing technologies to develop people analytics dashboards and visualizations to inform business and talent decisions, such as Visier (People Analytics), Quantum Workplace (Engagement Suite), Microsoft Office Suite, SharePoint (including site development), Survey Monkey and other survey tools, and Adobe Illustrator.
  • Serve as a change manager to communicate analysis results, recommendations, and increase the organization’s people analytics, DEIB, and Employee Engagement maturity. 
  • Direct the framework for tracking, reporting, and communicating DEIB and Employee Engagement talent metrics, strategy, goals and progress  develop a talent strategy aligned with long-term business strategy, anticipating and measuring capacity & capability gaps, and developing and monitoring action plans to close gaps proactively by facilitating workforce planning tools and processes, work with business leaders, and leveraging change management strategies. 
  • Develop and execute comprehensive surveys, studies, and other processes to analyze data and information from multiple sources: drive the adoption of the Engagement and Life Survey program to ensure a positive employee experience and manager effectiveness. 
  • Advise SFPUC executives and managers on workforce trends and recommendations, especially through compelling presentations.  
  • Evaluate and make recommendations on special projects and/or a variety of complex, sensitive, or highly visible strategies and programs through an equity lens.
  • Collaborate with Human Resources and other managers to ensure diversity and inclusion are embedded in people processes and talent management initiatives; build foundational structures, systems, and tools to improve workforce analytics and ensure data-driven people decisions within business units.
  • Engage with underrepresented groups to determine and implement potential strategies for changing systems and removing barriers  
  • Supervise and develop a team of People Science & Strategy staff performing professional and technical work.
  • Class 1824 Principal Administrative Analyst performs other related duties as required.
The ideal candidate: You are highly-motivated and have high standards for yourself, but want to be part of a friendly, supportive, and open team. You never thought you’d work for public sector, so you’re willing to push the envelope and have a big impact to modernize talent management and build a better place to work. You love working broadly between both Industrial and Organizational Psychology topics and can switch easily between analysis and research to giving presentations and building relationships. 

PEOPLE SCIENCE & STRATEGY (PSS) TEAM
On the People Science & Strategy (PSS) team, we strive to use innovative, behavioral science-based consulting to create a workplace with thriving, diverse, and engaged employees. We are preparing the SFPUC to have the right workforce, with the right skills, who will continue to deliver our critical services into the future.

Our current major initiatives include:
  • Employee Engagement – Expansion of the lifecycle survey program to increase employee engagement and build a culture of high-performance and inclusivity 
  • Racial Equity – The City & County passed a Racial Equity Ordinance and created the Office of Racial Equity in the past year. Each city department is developing Racial Equity Action Plans, and Phase 1 is heavily focused on equity in HR/employee practices. 
  • People Analytics & Consulting – Implementation of new technologies and capability-building to provide business and talent insights and build a culture of data-based decision making 
  • Strategic Workforce Planning – Change management to establish our strategic workforce planning process across the SFPUC to identify, monitor, and address anticipated workforce gaps 
  • Competency Modeling – Continued development and implementation of the SFPUC competency framework to align all talent management practices, from hiring to performance management 
Competencies for Success

WHO ARE WE? 
Headquartered in San Francisco, we have 2,300 employees operating across eight counties serving more than 2.7 million customers in the San Francisco Bay Area – 24 hours per day, 365 days per year.

Our Mission: To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a manner that values environmental and community interests and sustains the resources entrusted to our care.

Our Vision: We are an innovative utility leader, recognized for excellent results in service, safety, stewardship, and inclusiveness.

We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. To learn more about our organization, please visit our website at https://www.sfpuc.org/.

We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce which ensures that this vision becomes a reality. 

To learn more about working at the SFPUC, visit our career site at https://www.sfpuc.org/about-us/careers-sfpuc

Equal Employment Opportunity:  The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.

Minimum Qualifications

If you are interested in a job like this, we are looking for people that have the following: 

  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.         
                                                                                                    
Special condition: Twenty-four (24) months of verifiable Professional level experience in Human Resources program design and evaluation applying organizational research, employee and workforce data analysis, project management, and change management principles.

The above minimum qualifications reflect special conditions associated with the positions to be filled. They may differ from the standard minimum qualifications associated with this classification.

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.

  • Master’s degree or higher in Industrial-Organizational Psychology, or other closely related field (e.g., Industrial Psychology, Organizational Behavior, Applied Social Psychology, Behavioral Psychology)
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted. All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included in the “Education” and “Training and Employment Record” sections of the City and County of San Francisco online application by the filing deadline. A resume does NOT substitute for this section of the City application and will not be considered in determining whether you meet the minimum qualifications.

Verification:
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.

Verification of required work experience typically must be on the employer’s letterhead, and must include the applicant’s name, job title, description of job duties, dates of employment, hours per week, and signature of the employer, supervisor, or appropriate representative.  
Employees of the City and County of San Francisco may submit performance evaluations showing duties performed to verify qualifying City experience. City employees will receive credit for the duties of the class to which appointed. Credit for experience obtained outside of the employee's class will be allowed only if recorded in accordance with the provisions of Civil Service Commission Rules. CCSF employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1/111A.11.2.

Experience claimed in self-employment will only be accepted if supported by documents verifying income, earnings, business license and experience comparable to minimum qualifications above. Copies of income tax papers or other documents listing occupation and total earnings must be submitted.

Verification of required valid licensure/certification typically must be a photocopy of the license/certificate including the name of the issuing agency as well as the name of the license/certificate holder, license/certificate number, and expiration date.

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.

CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be vaccinated against COVID-19 as a condition of employment.  For details on how it is applicable to your employment, please click here.

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 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. 

We communicate by email.
You may be contacted by email about this announcement and, therefore, it is your responsibility to ensure that your registered email address is accurate and kept up-to-date.  Also, you must ensure that email from CCSF is not blocked on your computer by a spam filter.  To prevent blocking, you should set up your 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. You will receive a confirmation email that your online application has been received in response to every announcement for which you apply.  You should retain the confirmation email for your records.  Failure to receive the email means that the online application was not submitted or received.

Word of advice:
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.

Have questions about the application process?
If you have any questions regarding this recruitment or application process, please contact the exam analyst, Regina Tharayil or Crystal Liu, by email at rtharayil@sfwater.org or cliu@sfwater.org.

Selection Procedures

Minimum Qualification Supplemental Questionnaire (MQSQ - Qualifying) 
Candidates will be prompted to complete a 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 Multiple-Choice Examination - (Weight:  30%)
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:  40%) 
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

Please note that the weight of the components will be adjusted based on the number of components.

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.

Supplemental Questionnaire Evaluation (Weight: 30%)
Candidates who pass the weighted multiple choice exam and Supervisory Test Battery will be invited to complete an additional supplemental questionnaire. This supplemental questionnaire is designed to evaluate candidates' relative knowledge, skills and abilities in job-related areas.. All relevant experience, education and training must be on the application in order to be reviewed in the rating process. Candidates will be placed on the eligible list in rank order according to their final score. Candidates must receive a passing score to be ranked on the eligible list.

The department may administer additional position-specific selection procedures to make final hiring decisions. 

Candidates scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director. 

Qualified candidates will be notified of the exact date, time and location of the examination.

Certification Rule: 
The certification rule for the ranked eligible lists resulting from this examination will be Rule of 7 Scores certification rule. The department may administer additional position-specific selection procedures to make 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.  To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf

The duration of the eligible list resulting from this examination process will be 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. https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf.

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 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.

General Information concerning City and County of San Francisco Employment Policies and Procedures: http://www.sfdhr.org/index.aspx?page=20

Copies of Application Documents: http://www.sfdhr.org/index.aspx?page=20#copies  

Right to Work: http://www.sfdhr.org/index.aspx?page=20#identification. All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.

Reasonable Accommodation Request: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities

Veteran’s Preference: Information regarding requests for Veterans Preference can be found at: http://www.sfdhr.org/index.aspx?page=20#veteranspreference

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

Exam Type: Combined Promotive and Entrance 
Issued: August 12, 2021
Carol Isen, Human Resources Director
Department of Human Resources 
Recruitment ID: PBT-1824-112807 (01147561)
PUC - RT (415) 554-1682 

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.

 



Powered by JobAps