Human Resources Analyst
Electronic Health Records Team
|Date Opened||10/11/2019 08:00:00 AM|
|Filing Deadline||11/1/2019 5:00:00 PM|
|Salary||$35.06 - $51.60/hour; $6,078.00 - $8,944.00/month; $72,930.00 - $107,328.00/year|
|Job Type||Temporary Exempt|
1241 HUMAN RESOURCES ANALYST
Department of Public Health
Electronic Health Records Team
Applicants are encouraged to apply immediately as this continuous posting
can close anytime, but no sooner than October 25, 2019.
Temporary Exempt. In accordance with San Francisco Charter Section 10.104, exempt employees serve at the pleasure of the appointing authority. This temporary exempt appointment has a duration of up to 36 months.
The San Francisco Department of Public Health (DPH) Human Resources (HR) department is hiring a full-time 1241 Human Resources Analyst to join our Electronic Health Record (EHR) team to assist with implementing Epic, a unified EHR system, to unite our hospitals, clinics, programs and other sites under one cohesive EHR system. DPH HR has assembled a small and focused HR team to support this department-wide effort of implementing Epic. Our EHR HR team consists of a 1246 Principal Human Resources Analyst, two (2) 1244 Senior Human Resources Analysts, a 1241 Human Resources Analyst, and a 1204 Senior Personnel Clerk.
LOCATION / SHIFT / DAYS OFF:
The primary work location is 101 Grove Street, San Francisco, CA, but travel to other sites may be required. This position will work a standard full-time schedule (Monday – Friday, 8:00am – 5:00pm), with additional hours or shifts worked on a limited, as-needed basis.
SCOPE OF THE POSITION (Essential Duties):
The 1241 Human Resources Analyst performs difficult, responsible, and specialized analytical duties in connection with personnel, EHR, and HR related matters. The essential functions of this position may include, but are not limited to:
- To work with union partners to manage the changes that will result from the implementation of the new system; review the changes necessary to introduce the new Electronic Health Record to the staff; and work with the unions to address any impact issues that may result from the implementation of the EHR.
- To assist with performing gap analysis, workflow analysis and workforce readiness analysis for the new system and recommending and implementing solutions.
- Administers and maintains the classification plan; designs and implements recruitment and selection plans; prepares class specifications in compliance with relevant laws and guidelines and insures consistency within class series and job families; and reviews requests to fill positions to ensure compliance with the classification plan.
- Collects and analyzes data to determine important/essential duties and position allocation criteria; and interviews employees and supervisors to elicit and/or clarify job information and organizational relationships.
- Conducts classification and salary surveys; collects, compiles and analyzes classification and wage data; interprets and administers provisions of memoranda of understanding; implements pay provisions of arbitration awards, mediated and grievance settlements; and reviews, analyzes, and processes requests for special pay premiums in accordance with provisions of multiple memoranda of understanding.
- Participates in the collective bargaining process by conducting research; preparing comparability analyses and various reports in support of negotiation and arbitration.
- Produces lists of eligibles for City employment: conducts job analyses, organizes recruitment activities, reviews employment applications, develops and administers selection devices, analyzes results, recommends passing scores, and creates eligible lists.
- Provides information to departmental representatives, labor organizations, managers, employees, applicants, other agencies and the general public; interprets and explains human resources rules and policies; investigates allegations/complaints of unfair employment practices; and represents employing department on human resources matters before boards and commissions and in meetings with other departments.
- Responds to appeals or protests of human resources decisions and/or procedures; and prepares and submits reports to the Civil Service Commission and may present the case before the appellate body, hearing officers or arbitrators.
- Prepares written materials including letters, reports, memoranda, and forms with the aid of a computer.
- Assists in the development, maintenance and administration of a departmental human resources program including hiring, training, performance management, leave management, position management, compensation; prepares reports, analyzes data and provides consultation and information to managers regarding human resources issues.
- Evaluates requests for leave and ADA accommodation; administers requests to fill position, employee transfers, post-referral, hiring, appoint, onboarding and layoff processes; interviews and examines candidates; administers employee discipline.
- Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental pliance with provisions, and; acts as a Skelly officer in employee disciplinary hearings.
- Coordinates processing of human resources transactions; reviews requests to fill positions; directs and reviews the preparation of requests to fill positions; tracks the certification and selection process; directs and participates in the processing of appointments; and receives, reviews and processes personal services contracts.
These minimum qualifications establish the education, training, experience, special skills and/or license(s) which are required for employment in the classification. Please note, additional qualifications (i.e., special conditions) may apply to a particular position and will be stated on the exam/job announcement.
Possession of a baccalaureate degree from an accredited college or university. AND
One (1) year of professional human resources experience 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 - Verifiable professional human resources work experience in one or more of the following areas may substitute for up to two years of the required education on a year-for-year basis: recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration and human resources operations. (One year of experience will be considered equivalent to 30 semester or 45 quarter units of college coursework.)
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 the one (1) year of required professional experience.
Applicants must meet the minimum qualification requirement 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.
- We are seeking a professional who knows how to organize, maintain, and process a wide variety of information from a wide variety of sources.
- Being highly self-motivated and able to start and finish projects with minimal oversight will be required.
- This is a fast moving team where tasks change daily, so being flexible and adaptive to changing priorities and deadlines is a major asset.
- Some college education and previous experience working on large projects in a professional environment.
- Our team is small and we all work together closely, so effective and efficient communication is essential.
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.
Verification of required education typically must be a photocopy of the degree or transcript from an accredited college or university. Announcement: 1241 Human Resources Analyst - Electronic Health Record Team - C... Page 3 of 6 https://jobapscloud.com/SF/sup/BulPreview.asp?R1=TEX&R2=1241&R3=085653 10/18/2018 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. City and County of San Francisco (CCSF) employees do not need to submit verification of their City employment, but must submit written verification of outside experience. 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.
Verification of required licensure/certification typically must be a photocopy of the license/certificate including the name of the issuing agency as well as the the license/certificate holder, license/certificate number, and expiration date.
How To Apply
Applications for City and County of San Francisco jobs are being 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).
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, NAME, by telephone at PHONE, or by email at EMAIL.
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.
Valid licensure/certification/registration as a requirement to perform the job must be kept current throughout duration of employment. Failure to demonstrate/show proof of possession of required valid licensure/certification/registration may result in dismissal and/or termination of employment.
Note on Electronic Health Record (EHR): T
he Department of Public Health (DPH) is implementing a unified Electronic Health Record (EHR) system and DPH employees must demonstrate competency in the use of the system that is appropriate for their classification as a condition of employment.
Note on Personal Protective Equipment (PPE):
Some positions in the Department of Public Health will require the use of personal protective equipment (PPE), including but not limited to gloves, gowns, eye and face protection, and face-fitting respirators. The requirement for the use of PPE may come on short or no notice. Facial hair or any condition that interferes with a face-fitting respirator’s seal (i.e. comes between the sealing surfaces of the respirator and the wearer’s bare skin) is not permitted when face-fitting respirators are worn, including during initial or periodic respirator fit- testing.
1241 Human Resources Analyst - Electronic Health Record Team - C... Page 5 of 6 https://jobapscloud.com/SF/sup/BulPreview.asp?R1=TEX&R2=1241&R3=085653 10/18/2018 Employees who choose not to shave and do not have either American Disabilities Act (ADA) or Equal Employment Opportunity (EEO) Accommodations do not have the right to alternate work assignments or the option of using a loose-fitting Powered Air Purifying Respirator (PAPR) in place of a Face Fitting Respirator.
Prior to appointment, at the Department’s expense, applicants may be required to take a tuberculosis (TB) screening test, medical examination, and/or drug test.
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.
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
Issued: October 11, 2019
Micki Callahan Human Resources Director
Department of Human Resources
Recruitment ID Number: TEX-1241-098255
DPH// AW / (415) 554-2598 firstname.lastname@example.org (#01138210)
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.