1244 Senior Human Resources Analyst - Examinations
|Department||Human Services Agency|
|Date Opened||9/11/2018 08:00:00 AM|
|Filing Deadline||10/1/2018 5:00:00 PM|
|Salary||$47.39 - $57.59/hour; $8,214.00 - $9,982.00/month; $98,566.00 - $119,782.00/year|
|Job Type||Permanent PBT|
This is a Position-Based Test conducted in accordance with Civil Service Rule 111A
This announcement has been amended and extended to reflect changes with the Minimum Qualifications. Applicants who already applied under Recruitment PBT-1244-089027 during the filing period August 15, 2018 through September 17, 2018 need not reapply and will be included in the applicant pool.
9/5/18: Extended filing deadline to September 18, 2018
9/17/18: Extended filing deadline to October 1, 2018
This eligible list is being established for the Human Services Agency, Human Resources, Examinations and Classification Unit. The eligible list resulting from this examination may be utilized for future positions in this class in other City departments.
With a staff of approximately 2,200 employees, San Francisco’s Human Services Agency (HSA) is the central resource which delivers public assistance, child welfare, and aging and adult services to the citizens of San Francisco. Its mission is to promote well-being and self-sufficiency among individuals, families and communities in San Francisco. HSA was formed in 2004 with the merger of two previously existing city departments, the Department of Human Services and the Department of Aging and Adult Services. The Office of Early Childhood Education joined the Agency in 2014. The Agency retains two commissions and two department heads.
We provide a safety net for individuals and families by offering income support, community-based living support, and assistance getting food, housing and health coverage. We offer programs and services that ensure the protection and safety of children, the elderly and dependent adults. We help people secure employment through training, job search and child care assistance.
Under direction, the Senior Human Resources Analyst works under the direction of the Examinations and Classification Manager and performs difficult and complex professional and technical personnel work in examinations including job analyses, item writing, statistical analyses, and examination administration for a variety of forms of exams.
Essential functions include: conducting job analyses with appropriate subject matter experts for a wide-range of classifications within the City and County of San Francisco; writing valid and reliable test items, developing computer-based written multiple-choice exams and/or other testing instruments; preparing and posting job announcements/advertisements using an automated software system; collecting, reviewing and evaluating employment applications; overseeing the overall administration of the examination process; scoring and conducting pass point analyses; carrying out, interpreting, explaining and enforcing existing policies, methods and procedures relating to personnel administrative matters; making regular contacts with candidates, employees, employee representatives, department heads, other agencies and personnel at various levels to furnish and obtain information; and gathering, preparing, compiling, reviewing and maintaining important personnel information reports and records.
Conducts investigations and surveys concerning the duties, responsibilities and qualifications of positions in the classified service; makes field and desk audits of work performed; confers with immediate supervisors and administrators, as well as with individual employees; prepares summary reports of findings, conclusions and recommendations; makes investigations of new positions on the basis of duties statements and field surveys; prepares summary report of findings, conclusions and recommendations; prepares class specifications for new classifications or revises existing class specifications.
Confers with employees, department heads, labor representatives and human resources analysts of other jurisdictions regarding recruitment, examinations, compensation plans, position allocations, data evaluation, contract provisions and other pertinent information; supervises and participates in studies pertaining to a wide variety of personnel matters; prepares memoranda, reports, records and charts of data obtained and makes recommendations thereon
Possession of a baccalaureate degree from an accredited college or university
Three (3) years of verifiable professional human resources experience, similar to 1241 Human Resources Analyst, 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 - Additional qualifying work experience as a professional human resources analyst may be substituted for up to two years of the required education on a year-for-year basis (30 semester/ 45 quarter units equals one year).
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 one (1) year of required professional experience.
Experience Substitution - Possession of a Juris Doctorate (J.D.) or Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience.
Special Condition: In addition to the Minimum Qualifications above, applicants must have the following experience in order to qualify:
The below minimum qualifications reflect special conditions associated with the position(s) to be filled. They may differ from the standard minimum qualifications associated with this classification.
One (1) year of experience developing assembled examinations (e.g., creating multiple-choice questions, assessment center exercises, job simulations, oral examination questions, oral exam rating criteria, etc.), designing valid test plans based on job analysis findings, analyzing test results and establishing passing scores.
**Applicants must meet the Minimum Qualification requirements at the time of filing**
Note: Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.
Applicants may be required to submit verification of qualifying education and experience at any point in the application, examination and/or departmental selection process.
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.
How To Apply
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 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, @sfpl.org, @dcyf.org, @first5sf.org).
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 Ivy Yeung by telephone at 415-557-6205 or by email at firstname.lastname@example.org.
Written Core Examination (60%)
Examination Subtest (40%)
WRITTEN CORE EXAMINATION (Weight 60%): Candidates who meet the minimum qualifications 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 analyze, evaluate and interpret data and information, including the ability to exercise good judgment when evaluating data and information
- Ability to read, comprehend, interpret and/or apply written information, rules, procedures, regulations, etc.
- Basic knowledge of, and the ability to apply policies, rules, and laws relating to recruitment and hiring processes, Civil Rights Act Title VII, EEO laws, and ADA
- Basic knowledge of, and the ability to apply principles, techniques, procedures and practices relating to job analyses, position classification, valid selection procedures and research, including the ability to perform mathematical calculations associated with these activities
A passing score must be achieved on the Core Test.
This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review. The examination may contain additional items for the purpose of pre-testing items. These pre-test items are not scored. Pre-testing allows performance data to be gathered and evaluated before items become scored in an examination. These pre-test items distributed throughout the examination, WILL NOT be counted for or against you in your score, and will not be identified.
Your score 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 re-take this test. If the selection process for the future announcement is held within one year of the date of this examination and it includes the core exam your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the test. 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 core test is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Note: Candidates must achieve a passing score the selection component described below in order to move forward in the selection process.
As part of this multiple-choice exam, candidates shall receive a separate test score for the following subtest area:
Subtest Relating to Examinations: (Weight 40%)
You will receive one or more scores with respect to the written exam components. One will correspond to the core test component and you may receive one or more additional “specialty” scores. Any scores attained on 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. If the selection process for a future announcement is held within one year of the date of this examination and it includes any of these components [i.e., core exam or specialty subtest], 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 or specialty subtest) is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
The Written Core Human Resources Analyst Exam and the Subtest Relating to Examinations are standardized exams and, therefore, test questions and test answers are not available for public inspection or review.
Candidates must attain a passing score on the Written Core Human Resources Analyst Exam and the Subtest Relating to Examinations in order to be ranked on the eligible list.
The certification rule for the eligible list resulting from this examination will be Rule of Ten. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
The eligible list resulting from this examination 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.
The duration of the eligible list resulting from this examination process will be of six (6) 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 resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please see http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use the classification.
As a finalist 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 finalist. 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 applying 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 applying 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 selected as a finalist, 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.
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.
Seniority Credit in Promotional Exams:
Information regarding seniority credit can be found at:
Copies of Application Documents: http://www.sfdhr.org/index.aspx?page=20#copies
Reasonable Accommodation Request: Information on requesting reasonable accommodation for persons with disabilities can be found at: http://www.sfdhr.org/index.aspx?page=20#reasonableaccommodation
Clerical Errors: May be corrected by the posting of the correction on the Department of Human Resources website at: http://www.sfdhr.org/index.aspx?page=20#announcementsdefinitions
General Information: Concerning City and County of San Francisco Employment Policies and Procedures: http://www.sfdhr.org/index.aspx?page=20
Driver’s License requirement: Most positions require a valid California’s driver’s license: http://www.sfdhr.org/index.aspx?page=20#license
Veteran’s Preference: http://www.sfdhr.org/index.aspx?page=20#veteranspreference
Right to Work: All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States. http://www.sfdhr.org/index.aspx?page=20#identification
Exam Type: CPE
Issued: August 15, 2018
Micki Callahan, Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-1244-089027
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.