1824 Principal Administrative Analyst
|Department||Public Utilities Commission|
|Date Opened||8/12/2021 08:00:00 AM|
|Filing Deadline||9/24/2021 5:00:00 PM|
|Salary||$58.20 - $70.75/hour; $10,088.00 - $12,263.00/month; $121,056.00 - $147,160.00/year|
|Job Type||Permanent PBT|
- 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.
- 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
- 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
- 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
- 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
- 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;
- 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)
How To Apply
- 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
- 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.
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 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.