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ASSISTANT PERSONNEL ANALYST (#VE4 )

Apply as a Transfer/Demotion applicant

$32.42-$43.41 hourly / $5,619.00-$7,524.00 monthly / $67,433.60-$90,292.80 yearly
ASSOCIATE PERSONNEL ANALYST (#VE6 )

Apply as a Transfer/Demotion applicant

$37.59-$50.39 hourly / $6,515.00-$8,734.00 monthly / $78,187.20-$104,811.20 yearly


Definition

Under direction, performs professional personnel work in the areas of recruitment, selection, position classification, salary administration, employees relations, training, risk management and equal employment opportunity; and does other work as required.

Distinguishing Characteristics

Assistant Personnel Analyst is the trainee and first working level class in the Personnel Analyst series and is characterized by the responsibility to work under training and orientation conditions in providing personnel services. Incumbents are initially assigned work of a well defined and limited nature which is subject to review in progress and upon completion within a division of Central Personnel or in a Decentralized Personnel Office. More difficult assignments and greater latitude are provided as skill and knowledge are acquired through experience. Positions are alternately staffed to the journey level Associate Personnel Analyst without further examination upon approval and discretion of the appointing authority.

Associate Personnel Analyst is the journey level class in the Personnel Analyst series and is characterized by the responsibility to work independently in providing personnel services. Incumbents perform varied, difficult and specialized personnel work within a division of Central Personnel or in a Decentralized Personnel Office.

Typical Tasks

Depending on assignment, duties may include but are not limited to the following:

Develop and implement recruitment and selection plans to fill anticipated and actual position vacancies. Analyze job content. Analyze and determine the need to fill vacancies, using promotional/open examinations. Determine the recruitment market, period, and screening criteria. Design and coordinate preparation of examination announcements, brochures and advertisements.

Develop examinations to rank applicants based on knowledge, skills and abilities. Review requests for and orders selective certifications. Provide career counseling as requested.

Conduct classification studies to determine appropriate allocation of positions. Review requests to classify new positions and/or reclassify existing positions. Determine the need for reclassification analysis, impact of change on other positions and impact on classification concepts. Analyze job content, level of difficulty and complexity of work, supervisory relationships, and other factors affecting classifications. Write class specifications. Present recommendations to departmental representatives, employee organizations and affected employees. Represents the County in employee classification appeals to the Civil Service Commission.

Conduct compensation analysis studies to determine appropriateness of salaries and benefits or to provide information needed to determine annual salary adjustments. Determine and compares class concepts internally and in the relevant labor market. Analyze agencies used for labor market salary comparison and recommends change as appropriate. Collect, compile and evaluate salaries and benefits provided to comparable classes in the relevant labor market. Recommend changes in salaries and/or benefits and provide analysis regarding impact on related classifications.

Provide consultation to department representatives on personnel, employee relations, risk management, and equal employment issues. Provide procedural information based on interpretation of memoranda of understanding, personnel rules, laws and regulations. Assist in managements handling or progressive discipline actions and grievances. Recommend job restructuring to accommodate work restrictions and employment of the disabled. Provide technical expertise in selection, eliminating discriminatory and basic supervisory practice. Assist department managers in addressing sick leave abuse, work performance and working condition problems. Serve as a fact finder in the grievance or appeals processes. Mediates grievances and appeals at the informal stages.
 
Identify worker, supervisor and management training needs. Research and provide information on available training sessions. Recommends selection of training participants. Develop and present technical training on an individual or group basis on personnel, employee relations and human resources issues. Coordinate County-wide staff training and development activities.

Participate in the meet and confer process. Analyze employee requests and make recommendations to the chief spokesperson. Prepare management positions and language for memoranda of understanding and other official documents. Participate in strategy development and conference sessions with employee representatives. Prepare side issue documents as well as procedures to implement and interpret agreements. Coordinate implementation of new agreements by conducting briefing sessions.

Assist department managers in staffing and organizational analysis, work simplification and/or other matters affecting use of human resources and working conditions. Coordinate such consultative services with County Administrative Office representatives. May be assigned to analyze legislation and litigation and/or research and make recommendations on County-wide human resources, personnel administration, employee relations and/or other administrative matters. May assist in supervising incumbents of lower level classifications.

Employment Standards

Knowledge:

Assistant Personnel Analyst

Some knowledge of:

  • Specific subject matter and practices within an area of specialization as indicated at the time of recruitment, such as recruitment, selection, position classification, salary administration, employee relations, training, risk management and equal employment opportunity.
  • Principles and practices of public personnel administration.
  • Functional responsibilities of a personnel department.
  • Organizational principles and relationships.

Associate Personnel Analyst

Working knowledge of the above, plus:

Working knowledge of:

  • Specific subject matter and practices within an area of specialization as indicated at the time of recruitment, such as recruitment, selection, position classification, salary administration, employee relations, training, risk management and equal employment opportunity, for example:.
  • Job analysis principles, practices and techniques.
  • Recruitment techniques and practices.
  • Item analysis and other methods of determining test effectiveness and reliability, content validation methods and practices.
  • Design and use of selection devices, structured written examinations, performance exercises applicable to occupations found in County government.
  • Appeal and grievance processing practices.
  • Scope of bargaining and practices governing employer/employee relations.
  • Methods of job restructuring to accommodate employees with disabilities.
  • Principles, practices and methods of position classification, salary analysis, performance appraisal, training needs assessment, organizational development design and behavior modification.
  • Principles and practices of supervision, discriminatory practices and methods of eliminating discrimination including sexual harassment.
  • Principles and practices of risk management, safety, workers compensation and liability as applicable to County government.
  • Principles and practices of negotiation, mediation, administrative consultation and fact finding.
  • Principles, laws and regulations affecting employee selection, pay equity, employee relations, benefits and equal employment opportunity in the local public sector environment.

Ability to:

  • Conduct and make recommendations based on job analysis and job evaluation.
  • Develop and implement effective recruitment plans and valid selection processes.
  • Set minimum qualifications and examination pass points.
  • Write class specifications.
  • Develop written, oral and performance examinations.
  • Provide career counseling.
  • Conduct staffing and organizational analysis.
  • Conduct training needs assessment.
  • Prepare and present clear and concise recommendations on personnel, employee relations and other administrative issues.
  • Conduct salary analysis and make sound compensation recommendations.
  • Interpret political and administrative direction and incorporate into operational policy and procedure.
  • Develop policy statements and monitor implementation.
  • Read and interpret rules, regulations and legislation/laws.
  • Provide consultation to managers on personnel issues.
  • Understand program objectives in relation to departmental goals and procedures.
  • Make decisions and independent judgments.
  • Communicate effectively both verbally and in writing.
  • Communicate effectively with people of diverse socio-economic back grounds and temperaments.
  • Determine the appropriate course of action in stressful situations.
  • Collect and analyze data to establish/identify needs and evaluate program effectiveness.
  • Draw logical conclusions and make appropriate recommendations.
  • Develop goals and objectives.
  • Prepare narrative and statistical reports.
  • Comply with laws, regulations and professional practices governing personnel program services and operations.
  • Secure cooperation and teamwork among professional and support staff.
  • Maintain accurate records and document actions taken.
  • Organize and prioritize work assignments.
  • Use proper grammar, spelling and punctuation.
  • Research regulations, procedures and/or technical reference manuals.
  • Maintain confidentiality of information.
  • Work effectively with others who have objectives counter to assigned role.
  • Recognize and respect limit of authority and responsibility.
  • Demonstrate tact and diplomacy.
  • Establish and maintain cooperative working relationships.
  • Conduct sensitive investigations.
  • Work effectively with departments, commissions, elected officials and employee organizations.
  • Effectively manage division budget issues.
  • Use a personal computer and various software applications.
  • Supervise subordinate staff (for some positions).

Education and Experience:

Any combination of education and experience which would provide the required knowledge and abilities is qualifying, unless otherwise specified. A typical way to obtain the knowledge and abilities would be:

Assistant Personnel Analyst - Equivalent to a four year college degree with completion of upper division course work in Personnel Administration, Management, Public Administration, Organizational Development, Administrative Analysis, Problem Solving Techniques, Industrial, Testing or Experimental Psychology, Business Law, or a closely related field.

OR

Two years of technical level public or private sector personnel experience which included responsibility for one or more of the following areas of assignment: recruitment, selection, position classification, salary administration, employee relations, risk management or equal employment opportunity.

OR

One year of technical level public or private sector personnel experience as described above AND possession of a Certificate in Human Re source Management.

Associate Personnel Analyst - Equivalent to a four year college degree with completion of upper division course work in Personnel Administration, Management, Public Administration, Organizational Development, Administrative Analysis, Problem Solving Techniques, Industrial, Testing or Experimental Psychology, Business Law, or a closely related field AND eighteen months of professional level public or private sector personnel experience which included responsibility for one or more of the following areas of assignment: recruitment, selection, position classification, salary administration, employee relations, risk management or equal employment opportunity. A related advanced degree or a Certificate in Human Resource Management may be substituted for up to six months of the required experience.

Special requirements/Conditions:

  • License Requirements: Possession of a valid California class C driver license, or the ability to provide suitable transportation which is approved by the appointing authority, is required for some positions.
  • Other Special Requirements: Some positions may require evening or weekend work attending meetings, administering examinations, conducting training or working during emergencies such as earthquakes or floods.

Miscellaneous

PREVIOUS CLASS TITLES: None.
Bargaining Unit: 08
EEOC Job Category: 02
Occupational Grouping: 87
WorkersComp Code: 0053
Analyst: CE

CLASS: VE4; EST: 6/1/1984; REV: 11/1/1998;
CLASS: VE6; EST: 6/1/1984; REV: 11/1/1998;