$38.59-$47.81 hourly / $6,689.24-$8,286.80 monthly / $80,270.88-$99,441.60 annual
Performs a variety of complex journey-level professional personnel work related to the areas such as compensation, job classification, rules and policies, organizational studies, and recruitment and examinations.
Conducts a variety of complex personnel studies by collecting, analyzing, and compiling data related to areas such as compensation, job classification, personnel rules and policies, organizational analysis, and recruitment and examinations.
Collects, compiles, describes, analyzes, and interprets information and presents data in graphic, pictorial, tabular, written, and oral forms.
Determines comparability of duties, responsibilities, and conditions of work performed for public and private employers.
Conducts wage and salary surveys and recommends reallocation of salaries for classes and groups or series of classes.
Conducts position classification studies, position audits, and job analysis.
Prepares reports, presentations, and other communications containing descriptive, analytical, and evaluative content including the preparation of recommendations based on findings.
Develops and revises class descriptions and prepares recommendations for the classification and reclassification of positions and classes.
Determines the training, experience, knowledge, skills, and abilities required for positions and classes.
Prepares and reviews personnel rules and policies on such matters as appointments, promotions, demotions, transfers, dismissals, resignations, layoffs, reemployment, vacations, leaves of absence, compensation within classification, job analyses, and performance evaluations.
Analyzes the possible effects of proposed laws and regulations, codes, and ordinances related to assigned areas.
Investigates employee complaints.
Prepares advertisements and other recruitment publicity materials.
Devises and develops methods of testing for job related knowledge, skills, and abilities.
Plans, outlines, and prepares examinations, specifying type and sequence of tests, items to be used, and tasks to be rated.
Obtains, develops, analyzes, edits, and organizes examination materials.
Confers with department heads and technical experts about the selection, development, preparation, and evaluation of material for examinations.
Prepares examination items and verifies keyed answers from technical resources.
Plans and supervises the administration and rating of performance tests and work-sample tests.
Instructs and directs examination proctors and other lower-level clerical staff and may personally administer performance tests.
Arranges and schedules evaluation interviews, instructs committee members in procedures and standards to be applied, and gives general guidance to interviewers and raters in order to achieve reliability, fair competition, and standards of eligibility.
Gathers and analyzes data for test validation studies.
Determines weights for various parts of examinations and analyzes their effect.
Reviews examination results and explains scoring, examining policies and procedures, and advises candidates on methods of improvement.
Analyzes and answers protests arising from examinations, and participates in initial examination protest procedures.
Performs statistical analyses of examination results.
Conducts studies of District recruitment, selection, and employment policies, practices, methods, and procedures to ensure compliance with equal employment opportunities.
Confers with management and information technology staff on the formulation of computerized system plans and specifications.
Effectively utilizes the capabilities and functions of standard office software applications such as data management, spreadsheet, presentation, and word processing in completing assigned projects.
Effectively utilizes the capabilities of specialized software programs in the production of management information and reports.
Assists in promoting District and employee support of equal employment opportunity and affirmative action goals.
Investigates, analyzes, and evaluates complaints of alleged discriminatory employment practices and initiates appropriate action.
May supervise lower-level analysts and technical and clerical support staff.
Performs related duties as assigned.
A Personnel Analyst performs a variety of complex journey-level professional personnel work related to areas such as job classification of positions, wage and salary and benefit administration, personnel policies, rules, and procedures, organizational studies, and recruitment and selection. Employees in this class work at a journey-level and are expected to work independently and without immediate supervision.
An Assistant Personnel Analyst performs professional-level personnel work of moderate complexity related to areas such as job classification and compensation, personnel rules and policies, recruitment and examinations, and employee and labor relations, which are subject to closer supervision and review than work performed by a journey-level analyst.
General supervision is received from a classified administrator or supervisor. Functional supervision may be exercised over assigned professional, technical, and clerical staff.
Principles, purposes, functions, policies, and practices of personnel management
Techniques, methods and tools used in the development and administration of job classification and compensation plans
Statistics and research methods used in personnel management
Methods of statistical analysis and presentation
Techniques of data collection and analysis
Merit system principles and practices
State and federal laws and regulations related to employment, employee selection, and employment testing
Personnel Commission rules, policies, and procedures
District Board Rules and administrative policies related to the employment of academic, classified, and unclassified staff
Collective bargaining agreements covering District employees
Techniques and methods used for recruiting personnel
Duties performed in a variety of occupational fields
Current principles and techniques used in employment testing
Techniques of counseling and guidance
Fact-finding methods and procedures
Principles of training
Organization and management of records
Capabilities of computer systems, software, and hardware in the management of human resources
Computer software such as word-processing, spreadsheet, database management, and desktop publishing
Perform complex professional-level work related to areas such as employee recruitment and selection, testing, job classification, compensation, organizational analysis, and rules and policy development
Apply classification principles and techniques in a wide variety of occupational fields
Allocate positions to classes or reallocate entire classes with consistency and accuracy
Identify knowledge, skills, and abilities necessary for successful job performance
Apply wage and salary determination principles and techniques
Write comprehensive, understandable, and legally appropriate reports and correspondence
Perform complex assignments independently
Interpret, apply, and explain Personnel Commission Rules, Education Code Sections, Human Resources Guides, Board of Trustees Rules, Administrative Regulations, and collective bargaining agreements
Collect, analyze, interpret, and evaluate complex data and make recommendations
Deal with novel and difficult problems
Evaluate qualifications of candidates for various types of employment
Work on many simultaneous assignments with close attention to detail and with attention to schedules and deadlines
Use efficient research techniques to develop test materials and examination techniques
Use practical judgment, creativity, ingenuity, and resourcefulness in planning, designing, adapting, organizing, and presenting test materials
Devise procedures for efficient administration of examinations
Develop innovative solutions to complex and sensitive equal employment opportunity problems
Present complex technical information and issues in understandable terms both orally and in writing
Make presentations of technical and complex information in a group setting
Maintain a fair and impartial attitude
Establish and maintain effective working relationships with District administrators, employees and employee organization representatives, representatives of private and public agencies, and the public
Effectively utilize computer equipment, software, and management information systems in the performance of duties
Learn specialized computer applications
Education and Experience:
A. A master's degree from a recognized college or university, preferably with a major in human resource management, industrial or organizational psychology, public administration, industrial and labor relations, or a related field AND one year of full-time, paid, professional-level personnel experience in at least one of the following areas: position-classification, wage and salary administration, or recruitment and selection. Public personnel work is desirable.
B. A bachelor's degree from a recognized college or university with a major in human resource management, industrial or organizational psychology, public administration, industrial and labor relations or a related field AND three years of full-time, paid, professional-level personnel experience in at least one of the following areas: position-classification, wage and salary administration, or recruitment and selection. Public personnel work is desirable.
A valid Class “C” California driver's license is required.
Travel to locations throughout the District is required.
Our class specification generally describes the duties, responsibilities, and requirements characteristic of the position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this class may vary from the duties of other positions within the class.
In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring processes and throughout employment. If an individual is in doubt about his or her ability to perform the duties and responsibilities of a position or possession of any other requirement noted in a class specification or job announcement, he or she should always apply for a position and request reasonable accommodation at the appropriate time.