1244 Senior Human Resources Analyst

Merit Division

Recruitment #PBT-1244-081286

Introduction

CLASS 1244 SENIOR HUMAN RESOURCES ANALYST

MERIT DIVISION

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

The San Francisco Department of Public Health (DPH), one of the finest public health systems in the country, is looking for a dynamic, creative and motivated individual to join our Human Resources (HR) Merit Division Team. Under direction of the DPH Merit Division Manager, performs difficult and responsible professional and technical personnel work in the areas of recruitment, examinations and classification; may perform technical work in other phases of personnel administration and thereby serve in an important resource capacity; may direct and supervise subordinate employees engaged in various aspects of personnel management; and prepares a variety of memoranda, reports and records. The 1244 Senior Human Resources Analyst performs the following essential job functions:

  • Conducts job analyses with appropriate Subject Matter Experts for a wide range of DPH classifications as well as others utilized within the City and County of San Francisco;
  • Prepares and posts job announcements using an automated software system and collects, reviews and evaluates employment applications;
  • Develops a variety of testing components such as written (short answer, essay, multiple choice), oral performance and/or training and experience taking into account the job analysis findings and other relevant factors; develop rating guidelines and rating scales for test components following established procedures;
  • Facilitates scoring of testing components, performs analysis of results and prepares, posts and adopts eligible lists;
  • Administers or oversees the administration of the test components in an uniform and equitable manner by securing tests sites, developing administration procedures and scheduling candidates;
  • Supervises 1241 Human Resources Analysts and/or support staff in the performance of professional personnel activities; reviews and evaluates the work completed by staff for accuracy, completeness, etc.;
  • Directs and participates in classification studies of individual positions and class series; reviews creation of new positions on the basis of duties statements; prepares summary report of findings, conclusions and recommendations; prepares class specifications for new classifications or revises existing class specifications;
  • Interprets, explains and clarifies procedures, rules, policies, regulations and guidelines to others; advises department manager, employees and the general public regarding applications of Civil Service Commission rules, relevant San Francisco Charter provisions, Department of Human Resources procedures, administrative codes, and relevant federal and state regulations;
  • Gathers, prepares, compiles, reviews and maintains important personnel information, reports and records;
  • Investigates and responds to protests, appeal and/or concerns regarding personnel decisions;
  • Represents employing department and speaks on personnel matters before boards, commissions, and other departmental meetings; AND
  • Makes regular contact with candidates, employees, employee representatives, department heads, other agencies and personnel at various levels to furnish and obtain information.

The 1244 Senior Human Resources Analyst also performs related duties as assigned/required. 

Minimum Qualifications

Education:
Possession of a baccalaureate degree from an accredited college or university.

Experience:
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.

License and Certification:

Substitution:

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:

  • Two (2) years of verifiable experience conducting job analysis for purposes of assessing duties and functions of positions to make recommendations for classification purposes, and/or for purposes of developing and administering exams.

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 classification. 

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
https://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  Lillian Louie, by telephone at 415-554-2912, or by email at Lillian.Louie@sfdph.org

 

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.

This examination process includes three (3) separate components that are identified below.

Qualified applicants will be administered a written multiple-choice test including a Written Core Human Resources Analyst Examination and a Subtest related to Examinations. Depending on the size of the qualified applicant pool, the multiple choice test will be administered either on a computer or in paper format. Qualified candidates will be notified of the multiple choice test format in their appointment notification.

WRITTEN CORE EXAMINATION (Weight 30%):

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.

Note: Candidates must achieve a passing score in the selection component described below in order to move forward in the selection process.

EXAMINATION SUBTEST: (Weight: 30%)

Candidates deemed eligible and admitted to the examination process will be administered a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas which may include but not be limited to: 

  • Knowledge of, and ability to apply, procedures for job analysis including the ability to perform mathematical calculations to analyze, evaluate and interpret data as it relates to examinations;
  • Knowledge of, and ability to apply practices and procedures of the Uniform Guidelines on Employee Selection Procedures when developing valid selection instruments and performing test administration.

The Core and Exams 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 Core and Exams Subtest scores 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. 

SUPPLEMENTAL QUESTIONNAIRE EVALUATION: (Weight: 40%)

Applicants will be prompted to complete a Supplemental Questionnaire as part of the online application process. All applicants must complete the Supplemental Questionnaire and it must be submitted with the application by the final filing deadline. The information provided on the Supplemental Questionnaire must be consistent with the information on the application and is subject to verification. Applicant responses to the Supplemental Questionnaire will be used to assist in determine if you meet the minimum qualifications for the position.

The Supplemental Questionnaire Evaluation is also designed to measure knowledge, skills and/or abilities in job related areas which may include, but not be limited to: oral communication; written communication; interpersonal relations; analytical abilities, technical skills related to computer programs; and knowledge of, and ability to comprehend and apply best practices, policies, rules, and laws related to recruitment the hiring processes.

NOTE:  Candidates must pass all examination components in order to be ranked on the score report list.

After the eligible list is finalized/adopted:

  • The department may administer additional selection procedure to make a final hiring decision (e.g. interviews, written exercise, etc.).
  • Applicants meeting the Minimum Qualifications are not guaranteed advancement through all steps of the selection process.

Certification:

The certification rule for the eligible list resulting from this examination will be Rule of Ten Scores.  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/Forms-Documents/Position-Count-by-Job-Codes.pdf.

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

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.

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.

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

Physical Examination:

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.

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.

Exam Type:  CPE
Issued:  November 8, 2019
Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-1244-081286
DPH/LL/415-554-2912 (DHR Pos. No. 01133877)  

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.

 


Click on a link below to apply for this position:

Fill out the Supplemental Questionnaire and Application NOW using the Internet.
View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here.

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