1824 Principal Administrative Analyst
Fiscal Monitoring and Agency Support Manager
|Date Opened||1/25/2019 08:00:00 AM|
|Filing Deadline||2/15/2019 5:00:00 PM|
|Salary||$112,424.00 - $136,656.00/year|
|Job Type||Permanent PBT|
1824 Principal Administrative Analyst
Fiscal Monitoring & Agency Support Manager
Filing deadline extended to 2/15/2019, 5PM.
This is a Position Based Test (PBT) conducted in accordance with Civil Service Rule 111A.
The San Francisco Department of Public Health (DPH), Business Office of Contract Compliance, is accepting applications in class 1824 Principal Administrative Analyst.
General Job Description:
Under general administrative direction of the Director of the DPH Business Office of Contract Compliance (BOCC), the Principal Administrative Analyst serves as Manager for Fiscal Monitoring and Agency Support. The BOCC is responsible for monitoring nonprofit agencies that are contracted by DPH to provide mental health, substance abuse, and other public health services to San Francisco residents. The Principal Administrative Analyst will plan, organize, and supervise staff engaged in difficult, complex, and detailed analytical work and perform the following essential job functions:
Oversee all fiscal monitoring, including DPH's participation in the Citywide Nonprofit Monitoring and Capacity Building Program. Serve on the Steering Committee for the Citywide Nonprofit Monitoring and Capacity Building Program.
Complete or supervise more than 65 fiscal monitoring visits to nonprofit contractors.
Oversee fiscal scoring for all RFP's and RFQ's pertaining to not-for-profit, community based contractors to determine risk levels for potential vendors. Provide concise information on risk to Contracts division and agency leadership.
Advise ad-hoc teams from multiple departments and agencies as to fiscal stability and operations for current contractors.
Oversee technical assistance necessary for agencies with poor finances or lack of agency compliance.
Oversee the introduction and implementation of a new compliance monitoring system (probably Salesforce-based) designed to schedule and track monitoring visits, record information about program and fiscal monitoring, and report out inforation about contracts monitored.
Supervise financial analyst and administrative analyst, and others assigned to assist with Fiscal Monitoring visits.
Create and deliver presentations related to reports and technical assistance.
Represent the BOCC in meetings and workgroups and other duties as assigned.
1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university, and five (5) years full-time equivalent experience performing professional-level analytical work as described in Note A; OR
2. Possession of a graduate degree (Master's degree or higher) from an accredited college or university with major college coursework as described in Note B, and four (4) years full-time equivalent experience performing professional-level analytical work as described in Note A; OR
3. Possession of a baccalaureate degree from an accredited college or university, and six (6) years full-time equivalent experience performing professional-level analytical work as described in Note A; OR
4. Possession of a baccalaureate degree from an accredited college or university with major college coursework as described in Note B, and five (5) years full-time-equivalent experience performing professional-level analytical work as described in Note A;
SUBSTITUTION: Applicants may substitute up to 2 years of the required education with additional qualifying experience in budget analysis, financial analysis and reporting, legislative/policy analysis, or contract/grant administration. One year (2000 hours) of additional qualifying experience will be considered equivalent to 30 semester units/45 quarter units.
Notes on Qualifying Experience and Education:
A. Qualifying professional-level analytical experience must be in one or more of the following functional areas: complex budget analysis, development and administration; complex financial/fiscal analysis and reporting; development of complex contracting systems and administration of competitive bid processes and complex contractual agreements; development and evaluation of complex management/administrative policy; complex grant administration and monitoring; complex program evaluation and planning; complex legislative analysis; complex economic analysis; or other functional areas related to the duties of positions in Class 1824, where the primary focus of the job is complex professional-level analysis for evaluation, recommendation, development and implementation of major programs and functions of department/organization. Analytical experience equivalent to the duties of Class 1823 is considered qualifying.
B. Coursework applicable to a baccalaureate or higher degree in specialized subject matter areas such as public or business administration, management, business law, contract law, public policy, urban studies, economics, statistical analysis, finance, accounting or other fields of study closely related to the essential functions of positions in Class 1824.
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
The following qualifications are highly desirable and may be used to identify job finalists at the end of the selection process:
Three or more years of experience with non-profit organizations, preferably in accounting or budgetinG
One or more years of experience monitoring city contracts for financial stability and compliance with financial requirements
Experience with Large database systems
strong writing skills
Verification of Experience: http://sfdhr.org/getting-job#verification
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.
Verification of Education: 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/how-verify-education-requirements
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
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, Catherine Yuen, by telephone at 415-554-2869, or by email at Catherine.firstname.lastname@example.org.
Only those applicants who meet the minimum qualifications will be invited to participate in the Written Multiple-Choice Examination.
Written Multiple-Choice Examination - (Weight: 40%)
Candidates 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 evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis
• Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas)
• Ability to use various computer software programs.
Supervisory Test Battery - (Weight: 40%)
Candidates who attain a minimum passing score on the written examination component will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/Modules/ShowDocument.aspx?documentid=11676
A passing score must be achieved on the Written Multiple-Choice Examination and the Supervisory Test Battery in order to continue in the selection process.
The above test components are considered standardized and, therefore, test questions and answers are not available for public inspection or review.
Candidates may receive two or more scores in association with the above selection components. One or more will correspond to the core component of the multiple-choice exam component (i.e., core examination and/or one or more specialty areas). Those candidates who participate in the Supervisory Test Battery, will attain an additional score. Any scores attained on each of 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. Your score on the Core Exam is not valid for any other classifications in the Admin Analyst Series. You cannot apply a score from the Core exam used for 1820, 1822, or 1823, as it is a different test.
The Supervisory Test Battery may be used for many other classes, therefore your test score may be applied to other classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes any of these components (i.e., core exam, specialty subtest(s) and/or supervisory test battery), 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, specialty subtest or supervisory test battery) is used.
Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Supplemental Questionnaire Evaluation- (Weight: 20%)
Applicants who achieve a passing score on the Written Multiple-Choice Examination and the Supervisory Test Battery will have their Supplemental Questionnaire evaluated and scored by raters. Section II of the Supplemental Questionnaire is designed to measure their relative knowledge, skills and abilities in job-related area, which may include but not be limited to: Knowledge of the principles, procedures, standards and law related to government management and operations in financial/fiscal and economic analysis and reporting; Knowledge of the principles, procedures, standards and law related to government management and operations in the development and evaluation of important administrative/management systems; Ability to collect, synthesize, and analyze a wide variety of information.
All relevant experience, education and/or training must be on the Supplemental Questionnaire in order to be reviewed in the scoring process. Applicants will be evaluated based on their SQ responses and responses cannot be changed once submitted. Resumes and the online application will not be reviewed during the scoring process. Applicants must achieve a passing score in order to continue in the selection process. Applicants will be placed on the eligible list in rank order according to their final score. The department may administer additional position-specific selection procedures to make final hiring decisions.
Candidates must achieve a passing score on all components of the selection procedures to be placed on the eligible list.
The certification rule for the eligible list resulting from this examination will be Rule of Three Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
Eligible List/Score Report: https://sfdhr.org/examination-results
A confidential eligible list of applicant names that have passed the civil service examination process will be created and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process 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 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://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 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
Statement on Equity, Diversity, and Inclusion: At the City and County of San Francisco, we share a commitment to a diverse, inclusive and equitable community. Each member of our organization is responsible and accountable for what they say and do to make San Francisco an inclusive and equitable place to live and work by employing fair and just practices to and for all.
Valid licensure/certification/registration as a requirement to perform the job must be kept current throughout length 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): The 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.
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 FaceFitting Respirator.
Medical Examination/Drug Testing:
Prior to appointment, at the Department's expense, applicants may be required to take a tuberculosis (TB) screening test, a medical examination and/or drug test.
Terms of Announcement:
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.
General Information concerning City and County of San Francisco Employment Policies and Procedures can be found at: http://www.sfdhr.org/index.aspx?page=20
Copies of Application Documents: http://sfdhr.org/getting-job#copies
Right to Work: http://sfdhr.org/getting-job#identification
Information on requesting a reasonable ADA Accommodation: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities
Information regarding requests for Veterans Preference can be found at:
Information regarding Seniority Credit can be found at:
Exam Type: CPE
Issued: January 25, 2019
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-1824-085317
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.