1054 IS Business Analyst-Principal

Recruitment #PBT-1054-099271

Introduction

 

Amended and Reissued to reflect the amended Minimum Qualifications

Receipt of applications may close at anytime, but not before September 19, 2019 by 5:00 P.M.

Applicants are encouraged to submit their application immediately.

This is a Position-Based Test conducted in accordance with Civil Service Rule 111A.

 

The San Francisco Employees’ Retirement System offers an exceptional opportunity for the right candidate to serve this historic, well established City Department by engaging in interesting and rewarding mission critical work. Established in 1889 as a fund for families and orphans of firefighters and police officers, today the San Francisco Employees’ Retirement System serves more than 58,000 active and retired employees of the City and County of San Francisco and their survivors.

Our Mission

The San Francisco Employees’ Retirement System (SFERS) is dedicated to securing, protecting and prudently investing the pension trust assets, administering mandated benefits programs, and providing promised benefits to the active and retired members of the City and County of San Francisco.

Come join a team of experienced, dedicated professionals in our Information Systems (IS) Division, where we are seeking an IS Principal Business Analyst who possesses the specific PeopleSoft technical experience and expertise to support multiple Retirement divisions, including Operations, Accounting, Human Resources, Actuary, and Deferred Compensation Divisions.

Under administrative direction, the IS Principal Business Analyst at San Francisco Employees' Retirement System is responsible for coordinating with the IS application programming staff and business end users to determine, define and document on-going requirements and new enhancements, recommend design system integration or data interface options, develop and execute testing plans, create and update documentation, provide reports and research data issues and anomalies through queries, and provide training and support for end users.

Essential Duties:

  • Research, analyze, and document business requirements for the Retirement application system (PenAdmin) changes and enhancements.
  • Analyze and resolve complex systems problems.
  • Provide advice and recommendations to meet user needs.
  • Document and submit service requests and trouble reports to implement system changes; participate in the analysis and prioritization of service requests.
  • Respond to report requests and data requests; write and modify PeopleSoft queries as needed to meet business needs.
  • Test system changes and coordinate testing by end users to ensure functionality and quality of system modifications and enhancements.
  • Lead and coordinate projects, such as Annual Statement, Calendar year-end, and Fiscal year-end processing.
  • Update and maintain systems technical and procedure documentation.
  • Consult on special requests for information and reports; participate in audits, integrated reviews and improvement studies, and quality control reviews.
  • Submit, verify, schedule and transmit files, and interfaces for monthly Retiree Payroll.
  • Administer, remediate, upload PenAdmin data, and maintain the SFERS web presence.
  • Responsible for PeopleSoft Updates (Taxes, PeopleTools, PeopleSoft Images).
  • Perform other related duties as assigned/required.

Minimum Qualifications

Education
Requires an associate degree in computer science or a closely related field from an accredited college or university OR its equivalent in terms of total course credits/units [i.e., at least sixty (60) semester or ninety (90) quarter credits/units with a minimum of twenty (20) semester or thirty (30) quarter credits/units in computer science or a closely-related field]; AND

Experience
Five (5) years of experience in the information systems field, including system analysis, business process design, development and implementation of business application solutions or IT project management.  This experience must include:

a. Three (3) years experience in PeopleSoft Human Capital Management (HCM) Payroll; AND
b. Three (3) years experience in PeopleSoft Human Capital Management (HCM) Human Resources 9.0; AND
c. Three (3) years of PeopleSoft Query Tools; AND
d. Three (3) years experience in PeopleSoft Security Administration and PeopleTools; AND
e. Three (3) years experience in PeopleSoft Human Resources Application Design and Development

Note: The five (5) years of the required experience MUST have been obtained within the past seven (7) years.

Substitution 
Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years). One (1) year is equivalent to thirty (30) semester units or forty-five (45) quarter units with a minimum of 10 semester or 15 quarter units in computer science or a closely related field. .

The above minimum qualifications reflect special conditions associated with the position(s) to be filled. They may differ from the standard minimum qualifications associated with this class code.

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.

  • Possession of a baccalaureate degree in Computer Science, Business Administration or closely related field;
  • Experience with PeopleSoft upgrades (PUM);
  • Experience with Oracle database and SQL;
  • Experience with PeopleSoft 9.2 (HCM, Payroll and Pension)

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 job announcement PBT-1054-099271
  • 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, Tess Bobila, by telephone at 415-487-7026, or by email at Tess.Bobila@sfgov.org.

Verification:

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. 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.

Selection Procedures

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.

Supplemental Questionnaire Evaluation: (Weight: 100%) 

 

Candidates will be prompted to complete a supplemental questionnaire as part of the online employment application. The Supplemental Questionnaire Evaluation is designed to measure knowledge, skills and/or abilities in job-related areas which may include but not be limited to: knowledge of and demonstrated skills in using the PeopleSoft Query Tool; knowledge of and demonstrated skills in Peoplesoft Human Capital Management Human Resources 9.x; knowledge of and demonstrated skills in Oracle / PeopleSoft applications, including Pension, Payroll, and Human Resources modules; knowledge of and demonstrated ability in Systems Development Life Cycle (SDLC) methodology with emphasis planning, requirements definition, design, testing, documentation, training, and support/maintenance; knowledge of pension, payroll, and human capital business processes; knowledge of training techniques; written communication ability; ability to exercise strong judgment, decisiveness, and creativity; and ability to prioritize competing requests and projects.

  

A passing score must be achieved on the Supplemental Questionnaire Evaluation in order to be ranked on the eligible list.

 

Please note that the answers to the supplemental questionnaire will be the main criteria for determining candidates' final scores and advancing to the next step of the selection process.

Applicants meeting the minimum qualifications are not guaranteed advancement in the selection process. The department may administer additional selection procedures upon certification in order to make a final hiring decision.

 

Candidates’ scores on this examination may also be applied to other announcements involving other job titles, when directed by 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.

Conviction History

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

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.

Conclusion

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 6 (six) months, and may be extended with the approval of the Human Resources Director. To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246.

Certification:
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.

Reasonable Accommodation Request:
http://sfdhr.org/getting-job#applicantswithdisabilities

Veteran’s Preference:
http://sfdhr.org/getting-job#veteranspreference

General Information concerning City and County of San Francisco Employment Policies and Procedures:
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

Position Based Testing:
http://sfdhr.org/getting-job#positionbasedtesting

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 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.

Combined Promotive and Entrance
Issued: September 4, 2019

Amended: September 6, 2019

Recruitment No.: 099271
Micki Callahan, Human Resources Director

Department of Human Resources
Team: RET/TB (415) 487-7026

Benefits

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.

For more information about benefits, please click here.

 



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