0923 Manager II - Human Resources Operations Manager
|Specialty||DPH Central Office|
|Date Opened||7/19/2019 08:00:00 AM|
|Filing Deadline||8/15/2019 5:00:00 PM|
|Salary||$55.40 - $70.70/hour; $9,603.00 - $12,255.00/month; $115,232.00 - $147,056.00/year|
|Job Type||Permanent PBT|
0923 - Human Resources Operations Manager
San Francisco Department of Public Health - Central Office
8/8/2019: Announcement amended and extended due to a change in selection procedures.
7/25/2019: Announcement amended to extend deadline to 8/8/19 and add substitution language to the Minimum Qualifications.
This is a Position Based Test (PBT) conducted in accordance with Civil Service Rule 111A
The San Francisco Department of Public Health Human Resources Department is fill a full-time 0923 Manager II - Human Resources Manager, Operations position. Under general administrative direction, the Human Resources Operations Manager oversees and directs the Operations Division within the Department of Public Health (DPH) Human Resources (HR) Central Office. As a key member of the executive leadership team, serves as a Human Resources Business Partner and plays a key role in assessing business performance to develop HR solutions that enable business strategies, foster leadership success, and drive the employee and customer experience.
Plans, coordinates, and supervises the work of departmental professional and technical staff providing human resources operational services to Department of Public Health employees under Central Office Administration and Community Public Health Services;
Represents the Department of Public Health Human Resources Operations Division in hearings, committees and meetings including appearing before the Civil Service Commission, the Health Commission, and/or other legislative bodies and committees to explain and interpret matters conducted by the department;
Engages, plans, and develops strategies with various stakeholders on matters related to Human Resources Operations;
Facilitates and mediates the resolution of workforce issues;
Coordinates the expediting of human resources transactions between DPH divisions and Human Resources;
Advises and consults with other division managers regarding work rules, policies and procedures;
Makes or recommends decisions regarding policy, operations, and administrative procedures;
Complies with local, State and Federal personnel/employment laws and personnel rules and labor contracts;
Implements and monitors adherence to HR policies, procedures and practices; and
Drives operational efficiencies and supports business objectives by successfully delivering personnel programs and services.
The 0923 Manager II - Human Resources Manager, Operations Central Office performs other related duties as assigned/required.
Location: 101 Grove Street San Francisco, CA 94102
- Possession of a baccalaureate degree from an accredited college or university; AND
- Three (3) years of verified professional human resources experience performing duties that include significant assignments in one or more of the following areas of activity: labor relations, staffing and selection, employee disciplinary processes, classification and compensation, personnel administration. Work in these areas must include: consulting, advising and informing department, agency or company managers or supervisors on Human Resource related matters; interpreting and enforcing personnel rules, regulations and policies; presenting organizational or Human Resource related issues to department, agency or company managers; and use of standard office computer applications.
- Two (2) of the required three (3) years of professional human resources experience must have been in a human resources division, department or agency and performing duties at a level equivalent to those performed by a Class 1244 Senior Personnel Analyst in the City and County of San Francisco.
Education Substitution: Additional qualifying experience as a professional Human Resources Analyst or Human Resources Supervisor may substitute for the education requirement on a year-for year basis for up to two (2) years (one year of work experience is equal to 30 semester or 45 quarter units).
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 be substituted for one (1) year of the required non-supervisory experience.
One year of full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment. Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
Desirable Qualifications (The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.):
- Experience Supervising professionals
- Experience working in a large public sector organization
- Demonstrated Human Resources Operations experience in an operational setting
- Demonstrated ability to identify and implement innovative solutions and workflow/worksite improvements
- Excellent verbal and written communication skills
- Excellent interpersonal skills in complex situations
- Demonstrated ability to present to a variety of audiences
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. Please be sure to update all sections of your application prior to submission.
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, Jennifer Magnusson, by telephone at 415-554-2522, or by email at Jennifer.Magnusson@sfdph.org
Minimum Qualification Supplemental Questionnaire (Weight: Qualifying): Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.
Supervisory Test Battery (Weight: 40%): Candidates 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/index.aspx?page=325
A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.
This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.
Scores attained on the Supervisory Test Battery 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 the Supervisory Test Battery. The Supervisory Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these 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 the Supervisory Test Battery, 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 Supervisory Test Battery. 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 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: 60%): Candidates who achieve a passing score on the Supervisory Test Battery will be emailed a Supplemental Questionnaire (SQ) that is designed to measure the knowledge, skills, and abilities in job related areas which may include, but not be limited to:
Knowledge of applicable Local, State and Federal laws, rules, and regulations, Civil Services Commission rules; policies and procedures Knowledge of administrative policies and procedures, including work rules, discipline/grievance procedures, and documentation to train and supervise subordinates; Ability to analyze, extract, compile and interpret data; Ability to draw conclusions and recommend appropriate solutions; Decision making; Ability to plan and prioritize appropriate course of action; Planning and Organization skills; Interpersonal ability; Ability to work effectively with individuals and groups; deal tactfully and effectively with personnel at all levels; Ability to express ideas and facts to individuals or groups effectively; Ability to effectively train and supervise subordinates and direct activities of staff; Written Communication
The Supplemental Questionnaire (SQ) Evaluation will be emailed to the email address listed on the candidate's online job application. Candidates will be required to respond to the SQ in the time frame indicated and must submit the completed questionnaire as directed in order to have it evaluated. Responses cannot be changed once submitted. Candidates will be evaluated based on their SQ responses. Candidates must achieve a passing score on the SQ in order to continue in the selection process and will be placed on the confidential eligible list/score report in rank order according to their final score.
A passing score must be achieved on each of the above described exams in order to be included on the confidential eligible list.
The supplemental questionnaire must be complete and accurate. All relevant experience, education, and/or training must be on the supplemental questionnaire in order to be reviewed in the rating process. All statements made on the application and supplemental questionnaire are subject to verification and must be consistent.
After the confidential eligible list/score report is adopted, the department may administer additional selection procedures to make a final hiring decision.
Certification: The certification rule for the eligible list resulting from this examination will be Rule of the List. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
Eligible List/Score Report: 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 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/score report 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 https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246.
The content of the above-described examinations (e.g., questions, answers, stimulus material) will not be made available for public inspection or review given that these are standardized examinations and subject to re-use.
As a selected candidate 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 selected candidate. 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 a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.
Disaster Service Workers
Licensure/Certification/Registration: 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 ICARE: Willingness to uphold/abide by ZSFG’s ICARE (I-Introduce, C-Connect, A-Ask, R-Respond, E-Exit) philosophy for employee and patient interactions.
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: 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.
Requests: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities
Information regarding requests for Veterans Preference can be found at: http://sfdhr.org/information-about-hiring-process#veteranspreference
Seniority Credit in Promotional Exams: Information regarding seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit
Exam Type: Combined Promotive and Entrance (CPE)
Issued: July 19, 2019; Amended July 25, 2019; Amended August 8, 2019
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0923-097313
DPH/ JM/ 415-554-2522/Pos # 01131974
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.