1244 Senior Human Resources Analyst (Employee/Labor Relations)
|Date Opened||9/24/2018 08:00:00 AM|
|Filing Deadline||10/19/2018 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 administered in accordance with Civil Service Rule 111A.
About San Francisco Public Library
The San Francisco Public Library (SFPL) has been recognized as a top innovator by the Urban Libraries Council in establishing forward thinking, progressive approaches to library service. SFPL embraces its role as the most democratic of institutions, providing safe and welcoming facilities for all members of the community. Through a robust array of services and programs, the Library places an emphasis on literacy and learning, digital inclusion, social justice, equity, and healthy communities.
The library system includes the Main Library, an anchor institution in the City’s civic center, two administrative services buildings and twenty seven branch libraries that serve all neighborhoods throughout the city. With a collection of more than 3.5 million items, and circulation exceeding 10 million each year, the San Francisco Public Library serves over 6.5 million visitors annually. For more information about SFPL, visit https://sfpl.org/.
Under the direction of the Library Human Resources Director, the Senior Human Resources Analyst performs advanced journey level professional duties in the areas of employee and labor relations, EEO, reasonable accommodation, leaves, performance management, general personnel administration, special projects, and performs other related duties as required. This position will focus on providing accurate and timely advice, consultation, and information to department managers, supervisors, and employees regarding personnel-related issues, policies, procedures, rules, and requirements, including disciplinary matters, labor contract provisions, grievances, EEO and reasonable accommodation matters, leaves, and workers’ compensation.
Essential functions of the position also include:
• Conducting investigations and preparing investigative reports on issues of employee misconduct and other complaints;
• Drafting disciplinary correspondence and memoranda;
• Acting as the management representative during pre-disciplinary/Skelly meetings;
• Investigating and responding to complaints of discrimination, harassment, and failure to accommodate and other EEO related complaints;
• Reviewing and responding to grievances; and conducting and representing the Department during grievance arbitrations;
• Meeting and conferring with employee organizations;
• Participating as a member of a bargaining team during City-wide labor contract negotiations;
• Administering provisions of the Employee Relations Ordinance and various labor contracts
• Evaluating and responding to requests for reasonable accommodation, facilitating interactive processes, and coordinating and implementing the reasonable accommodation program;
• Administering, monitoring, and tracking employee leaves and workers’ compensation matters;
• Delivering training to managers and supervisors;
• Supervising, directing and providing coaching and training to professional and/or technical staff;
• Drafting and preparing correspondence, reports, and memoranda;
• Gathering, preparing, compiling, reviewing, analyzing, maintaining, and tracking personnel-related information, records, and reports;
• Making presentations to boards, commissions, and other decision-making bodies; and
• Performing related duties as assigned.
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
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.
One (1) year of verifiable professional human resources experience in Employee/Labor Relations. Professional experience in Employee/Labor Relations may include but not be limited to conducting investigations of employee misconduct and complaints; drafting investigative reports; advising managers and supervisors on disciplinary actions; meeting and conferring with employee organizations; participating in labor contract negotiations; and/or reviewing and responding to grievances.
The above minimum qualifications reflect a special condition associated with the position(s) to be filled. They may differ from the standard minimum qualifications associated with this classification.
• One (1) year is equivalent to 2,000 hours worked. 2,000 hours of qualifying experience is based on a 40 hour work week.
• Qualifying experience can be gained concurrently.
Applicants must meet the minimum qualifications and special condition 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.
• Two (2) years or more verifiable experience conducting investigations of employee misconduct and other complaints; and drafting and preparing investigative reports, and disciplinary correspondence and memoranda.
• Experience investigating and responding to complaints of discrimination, harassment, failure to accommodate, and other EEO-related matters.
• Experience meeting and conferring with labor unions/employee associations and participating in labor contract negotiations.
• Experience reviewing and responding to grievances and participating in grievance arbitration.
• Demonstrated ability to resolve conflicts in a professional, positive, customer-focused manner.
• Experience evaluating and responding to requests for reasonable accommodation.
• Experience administering, monitoring, and/or tracking employee leaves.
• Ability to provide critical analytical support to management team with regard to human resources functions and programs.
• Strong written and verbal communication skills, and experience in facilitation and making presentations to large groups and a variety of audiences (e.g., staff meetings, executive team briefings, boards and commissions meetings.)
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 PBT-1244-090262 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.
Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.
Important: All work experience, education, training and other information substantiating how you meet the minimum qualifications MUST be included in your application by the filing deadline. Failure to submit a complete and accurate application at the time of filing may result in your ineligibility for this recruitment or inability to receive full credit for scoring purposes. Any new information concerning work experience, education, training and other information that is submitted after the filing deadline may not be used for scoring or considered to determine whether you meet the minimum qualifications.
Applicants MUST attach the following documents online through JobAps at the time of application filing; however, resumes will NOT be accepted in lieu of a completed City and County of San Francisco application.
1. Resume (Upload through “Resume” tab)
2. Cover Letter (Upload through “Other” tab)
3. Copy of diploma or transcript (Upload through “Transcript” tab)
4. Written verification of qualifying experience as stated in Minimum Qualifications section (Upload through “Other” tab)
If you have any questions regarding this recruitment or application process, please contact the analyst, Vivian Yeung at (415) 557-4581 or via e-mail at Vivian.Yeung@sfpl.org.
Applicants may be required to submit verification of qualifying education and experience at any point in the application and/or departmental selection process. Written verification (proof) of qualifying experience must verify that the applicant meets the minimum qualifications stated on the announcement. Verification of qualifying experience must be on the employer’s letterhead, show the applicant’s name, dates of service, types of employment (part-time/full-time), job title(s), description of duties actually performed for each position, and must be signed by the employer. If the qualifying experience was performed on a part-time or as-needed basis, the total number of hours worked or average hours worked per week must also be included. Qualifying experience may be verified by performance evaluations showing duties performed. City and County employees will receive credit for the duties of the class to which appointed. Credit for experience obtained outside of the employee's class will only be allowed if recorded in accordance with the provisions of Civil Service Commission Rules. 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.
Applicants are advised to keep copies of all documents submitted. Submitted documents become a part of the recruitment process and will not be returned. The department may require applicants to present additional material.
WRITTEN CORE EXAMINATION (Weight 70%): 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
Note: A passing score must be achieved on the Written Core Examination in order to continue in the selection process.
EMPLOYEE RELATIONS SUBTEST (WEIGHT 30%)
• Knowledge of, and ability to apply, principles and practices used in grievances and dispute resolution.
• Knowledge of, and ability to apply, the Fair Labor Standards Act (FLSA).
• Knowledge of, and ability to apply, relevant court cases.
• Ability to evaluate proposed solutions, exercise good judgment, and persuade others to obtain support.
Note: A passing score must be achieved on the Employee Relations Subtest in order to continue in the selection process.
The Written Core Examination and Employee Relations Subtest are standardized examinations 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 passing scores for the Written Core Examination and Employee Relations Subtest 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 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 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 on both Written Core Examination and the Employee Relations Subtest in order to be placed on the eligible list in rank order according to their final score.
For your reference, a Multiple-Choice Test Preparation Manual is available on the DHR website: https://sfdhr.org/sites/default/files/FileCenter/Documents/18426-Multiple%20Choice%20Test%20Prep%20Manual.pdf
DATE(S) OF EXAMINATION: Only those applicants meeting the Minimum Qualifications will be notified of the exact date, time and place to report to the examination.
Applicants who meet the minimum qualifications and special condition are not guaranteed to advance through all of the steps in the selection process.
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 Twelve (12) 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://sfdhr.org/Modules/ShowDocument.aspx?documentID=21246
Search that document by title or job code to see which departments use the classification.
The certification rule for the eligible list resulting from this examination will be Rule of Ten (10) Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
Department Selection Procedure:
San Francisco Public Library may administer additional position-specific selection procedures to make final hiring decision for position(s) in Class 1244 Senior Human Resources Analyst. Only those candidates deemed best qualified will continue in the departmental selection process, which may consist of an oral interview and/or performance exercise.
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 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 selected as a finalist, the hiring department will contact you to schedule a fingerprinting appointment.
Disaster Service Workers
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.
Reasonable Accommodation Requests: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a ADA Accommodation at:
Information regarding requests for Veterans Preference can be found at:
Seniority Credit in Promotional Exams: Information regarding seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit
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.
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.
Exam Type: Combined Promotive & Entrance
Issued: September 24, 2018
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-1244-090262 (EE/LR)
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.