1246 Principal Human Resources Analyst
|Department||Recreation and Parks|
|Date Opened||2/13/2020 08:00:00 AM|
|Filing Deadline||2/28/2020 5:00:00 PM|
|Salary||$121,602.00 - $147,810.00/year|
|Job Type||Permanent PBT|
ANNOUNCEMENT AMENDED TO UPDATE SELECTION PROCEDURES AND WEIGHTS
This is a Position-Based Test conducted in accordance with the Civil Service Rule 111A.
The current position is located at the San Francisco Recreation and Park Department (RPD). The eligible list resulting from this examination may be utilized for future positions in this class in other City departments.
The San Francisco Recreation and Park Department’s mission is to provide enriching recreational activities, maintain beautiful parks and preserve the environment for the well-being of our diverse community.
Amid a dynamic and ever-evolving urban landscape, the San Francisco Recreation and Park Department stewards one of the premier urban park systems in America. San Francisco recently became the first city in the United States for which 100% of its residents live within a ten-minute walk of a park. Considered by San Franciscans to be one of the City’s most popular and effective public agencies, our Department manages and maintains more than 225 parks, playgrounds, and open spaces in San Francisco, including two outside of city limits: Sharp Park in Pacifica and Camp Mather in the High Sierras. Our 4,100- acre system includes 25 recreation centers, 9 swimming pools, 5 golf courses and numerous athletic facilities, including sports courts, ball diamonds, soccer fields and gymnasiums. Included in the department’s responsibilities are Golden Gate Park, Coit Tower, the Marina Yacht Harbor, the Palace of Fine Arts, and TPC Harding Park golf course. More than 2,000 talented individuals are part of our team, from gardeners, foresters, and recreation leaders to park patrol officers, custodians, electricians, painters and more. Our core mission, as it has been throughout our history, is to provide opportunities for San Francisco residents and visitors alike to gather, play, learn, relax, and enjoy nature in the city.
Under general direction of the San Francisco Recreation and Park Department's Human Resources Director, the 1246 Principal Human Resources Analyst in Organizational Development performs complex and specialized work in areas of professional development, succession planning, knowledge transfer seminars, and other internal opportunities for staff collaboration. Major duties and responsibilities include but are not limited to the following: oversight of multiple high-profile projects involving organization-wide culture change and departmental infrastructure; co-leading the RPD-University working group in fulfillment of the strategic plan objective to provide ongoing professional development opportunities, knowledge transfer seminars, and an annual internal conference for staff; and managing the various facets of the Employee Recognition Program. Additionally, the 1246 designs, maintains, and improves the new intra-net/RPD-U Word Press website, develop and promote various employee wellness and engagement programs, and other succession planning initiatives. This position will be responsible for designing, measuring, and improving the following people-oriented systems from start to finish: a modern Performance Management System, automated passive & active exit interviews, organization-wide people focused surveys (ex: Workforce Climate and Wellness Surveys), focus groups, survey action item planning and implementation, partnerships with local academic institutions, a Wellness Network, and a Wellness Grant Committee; leading large scale learning programs to meet city and departmental strategic goals; supervising and coaching learning and organizational development staff; assessing individual, team, and organizational learning needs by analyzing information; designing, developing, promoting and implementing learning programs, facilitated events, materials and appropriate assessment tools or approaches to meet learning needs; developing reports, making recommendations and delivering presentations to management stakeholders on learning programs that address organizational development issues and city/department needs; leading a continuous improvement process that involves evaluating the effectiveness of learning and development programs and integrating industry standards and innovations for adult learning; providing coaching and consulting to management stakeholders on a variety of talent management issues; recognizing changing circumstances and the need to alter strategies and plans and develop innovative programs and approaches; coordinating training contracts and manage vendor relationships; preparing the budget and/or justifications for the costs of specific learning and development programs; and performing related duties as required.
Possession of a baccalaureate degree from an accredited college or university, AND
Five (5) years of professional human resources experience 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. One year must have been as (1) an advanced journey level classification, similar to 1244 Senior Human Resources Analyst, that performs difficult and specialized human resources work and thereby serves as a resource for special problems, OR (2) lead or supervised a small team of professional staff involved in the more difficult and complex matters associated with recruitment and selection, employee and/or labor relations, classification and compensation, benefits administration and human resources operations.)
Experience Substitution - Possession of a Juris Doctorate (J.D.) or a 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-advanced journey/non-lead/supervisory experience.
Education Substitution - Verifiable professional human resources work experience in one or more of the following areas may substitute for up to two years of the required education on a year-for-year basis: recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration and human resources operations (30 semester units/45 quarter units equal 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 the required non-advanced journey/non-lead/supervisory experience.
- Master's degree in Organizational Development, Industrial Psychology or Public Administration preferred
- Working knowledge of Human Resources analytics and their use in driving process improvement
- Experience and ability to work with executive staff and senior management
- Ability to develop, establish and implement program objectives and action plans with appropriate milestones and timelines to meet program/organizational goals
- Experience and success with implementing employee development/learning programs, employee recognition programs and employee engagement programs
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 (PBT-1246-100197)
- 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, @famsf.org, @ccsf.edu).
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, Lisa Nakamura, by telephone at 415.831.2735, or by email at Lisa.Nakamura@sfgov.org.
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.
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
This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.
Technical Knowledge HR Exam- (Generalist/Operations Emphasis): (Weight: 30%)
Candidates who pass the Supervisory Test Battery will be administered a computer-based multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and/or practices related to job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, employee leave, pre-employment, probationary periods, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, WORD, Excel, PowerPoint) and the ability to interpret data in tables, graphs and charts.
A passing score must be achieved on the Supervisory Test Battery and the Written Multiple-Choice Technical HR Knowledge Exam - (Generalist/Operations Emphasis) 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. Scores attained on this component are "banked" for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions where “Generalist/Operations” is the job’s emphasis. Note, this is a separate exam from the Technical Knowledge HR Exam with an emphasis on “Recruitment and Examinations” and/or “Labor Relations’. This means that, should you apply during this three-year time period for a 1246 and/or 0931 HR job opportunity for which “Generalist/Operations” is the position’s primary focus, you will not be required to re-take this test component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes this test component, your score on this test component automatically will be applied to that announcement. [Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments)]. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take this test component. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent. A passing score must be achieved on all examination components listed above in order to be placed on the Eligible List. Candidates 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 after the eligible list has been established. Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.
SUPPLEMENTAL QUESTIONNAIRE: (Weight: 30%)
Applicants who achieve a passing score on the Technical Knowledge HR Exam will be sent a Supplemental Questionnaire designed to measure the knowledge, skills and/or abilities in job-related areas required for the position which may include but not be limited to: Knowledge of, and ability to apply, principles and practices used in organizational and professional development; Ability to evaluate proposed solutions, exercise good judgment, and persuade others to obtain support; and Ability and skill to deal courteously, effectively and tactfully with department heads, supervisors, managers, employees and their representatives, and other City/County staff.
A passing score must be achieved on all examination components in order to be placed/ranked on the Eligible List.
Note: Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.
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 months, and may be extended with the approval of the Human Resources Director.
Certification: The certification rule for the eligible list resulting from this examination will be Rule of Three (3) Scores pending approval on expansion of the certification rule. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions
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.
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
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:
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.
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.
Exam Type: CPE
Issued: February 13, 2020; Amended: February 13, 2020
Human Resources Director
Department of Human Resources
REC / LN / 415.831.2735