1822 Administrative Analyst

Recruitment #PBT-1822-096320

Introduction

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

Clerically Amended 9/9/2019.

About the Language Services Unit:
Immigrant rights and language access are key steps to immigrant integration and full civic participation in San Francisco. Language Access for Limited English Proficient (LEP) individuals is mandated by federal, state and local law. San Francisco’s Language Access Ordinance (LAO), formerly known as the Equal Access to Services Ordinance, was established in 2001 and amended in 2009 and 2015 to strengthen its efficacy and compliance. The LAO is currently one of the strongest local language access laws in the country. The Office of Civic Engagement & Immigrant Affairs (OCEIA) is responsible for monitoring citywide language access compliance, coordinating with community organizations and city departments on 24/7 translation and interpretation services for emergency, crisis and other situations, and developing tools and resources to assist city departments. The Language Access & Services Division’s work involves increasing access to information and services and building city and community capacity to better serve San Francisco residents, workers and learners for whom English is not a primary language.

To assist city departments, OCEIA established the Language Services Unit (LSU), which currently provides services and assistance in mandated languages (Chinese, Spanish, and Filipino) as well as Russian. The LSU also coordinates services and resources with language service providers, vendors and community based organizations. The LSU’s work involves analyzing and evaluating ongoing citywide efforts to meet local, state and federal requirements to ensure equal access to city services for limited and non-English proficient speakers and planning for ongoing, citywide implementation of language access programs and protocols. The focus of this work is to develop standardized language access protocols for translation and interpretation services, and implement effective training programs to ensure cultural and linguistic competencies in all City departments that provide information and/or services to the public, as mandated by the LAO.

Position Description:
The Administrative Analyst is responsible for the Language Services Unit. Under direction and supervision from the Deputy Director- Language Access Policy & Services, the Administrative Analyst coordinates, evaluates and develops the citywide provisioning of language programs and protocols as required by law.

Examples of Important and Essential Duties:
• Coordinates and documents requests from City Departments, Commissions, Clerk of the Board of Supervisors and Mayor’s Office for direct language service assistance (on-site interpreter services or document translation). Provisions for as-needed, Executive, and on-demand requests for language assistance as directed by the Deputy Director and/or Executive Director.
• Oversees the citywide provisioning of language interpretation and translation services, including coordinating and assigning the day-to-day activities of all language specialists in the Language Services Unit.
• Troubleshoots and provides advice to City departments on provisioning language services as required by law; interacts with language services providers and vendors; provides advice, tools, training and resources to city departments on language services and protocols.
• Develops standardized language glossaries and terminology for citywide usage.
• Ensures quality control of languages services provided by OCEIA.
• Analyzes and tracks language services data and trends affecting city departments; assists with data preparation and analysis of department information for the annual LAO Summary Compliance Report.
• Conducts surveys and focus group sessions with city language experts and practitioners; may conduct focused analysis of policies, laws or protocols involving language access and immigrant integration, focus group sessions with users or providers of required or emerging languages.
• Ensures that all OCEIA information and messages are translated in English and required languages.
• Assists with civic engagement events requiring language services and other assistance.
• Provides as-needed language services (interpretation and/or translation) as determined by the Executive Director and Executive Team.
• Performs related duties as assigned.

Minimum Qualifications

1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university; and one (1) year 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 coursework as described in Note B; OR

3. Possession of a baccalaureate degree from an accredited college or university, and two (2) 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 coursework as described in Note B and one (1) year 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 1822, 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 1820 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 1822.

Note(s): 
• One-year full-time employment is considered equivalent to 2000 hours (2000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above forty (40) hours per week are not included in the calculation to determine full-time employment.
• Applicants must meet minimum qualification requirements 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.

  • Undergraduate degree in Languages, Education, public administration/policy, immigration law. data research, or related major, with either a) a Graduate degree in a related field as determined by OCEIA’s Executive Team, or b) a minimum of two years paid work experience in immigration, migration, civil rights, human rights, language services, or related fields.
  • Two years of experience coaching and developing others- experience with evaluating performance effectiveness and/or program outcomes; demonstrated experience developing guidelines, metrics, outcomes and evaluation tools; experience training departments, city employees and diverse members of the public on local, state & federal laws pertaining to language access, emergency services, and immigrant assistance.
  • Demonstrated knowledge of a) legal requirements associated with language rights at the local, state and federal levels, and 2) civic engagement, equity, civil rights, and immigration policies and programs.
  • Experience with analyzing and using statistical and U.S. Census data, including the American Community Survey. Knowledge of and ability to use mathematical and statistical formulas.
  • Experience conducting outreach and education or working directly with diverse immigrant, LEP/monolingual, low-income and/or underserved communities in San Francisco.
  • Experience in complex program implementation and project management; ability to translate complex policies, laws and requirements into operational and programmatic protocols and guidelines.
  • Ability to manage complex and multi-functional projects as well as deliver on –time, accurate and high quality results in a fast-paced and busy environment.
  • Excellent oral/written communications skills; high interpersonal and leadership skills and ability to present complex information to diverse audiences with professionalism and integrity; ability to collaborate, lead, and influence community, and City stakeholders; ability to write and produce detailed analysis and reports and communicate complex information in clear, understandable terms to different audiences.
  • Fluency in a mandated language (Chinese- Cantonese and Mandarin, Spanish, Filipino or other OCEIA-identified emerging languages as determined by the Executive Director) with the ability to translate/interpret with high quality and sensitivity to cultural and linguistic nuances. May require DHR Language Certification or receive certification within first six months of start date.

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. Resumes will not be accepted in lieu of a completed City and County of San Francisco application.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

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.

If you have any questions regarding this recruitment or application process, please contact the exam analyst, Sean Sexton, by telephone at (415) 554-6050, or by email at sean.sexton@sfgov.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.

Written Core Examination (Weight: 100%):
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 evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis;
  • Ability to communicate written information (includes ability to proofread);
  • Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas);
  • Ability to comprehend and understand written information;
  • Ability to use various computer software programs;
  • Ability to conduct research;
  • Ability to establish and maintain cooperative and effective working relationships;
  • Knowledge of, and the ability to apply, principles, practices and procedures involving office operations;

This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review.

You will receive one or more scores with respect to the multiple-choice exam component. One will correspond to the core test component and, should any specialty subtests be added to that component, you may receive one or more additional “specialty” scores. Any scores attained on 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. This core test is also used for 1820 Junior Administrative Analyst, 1822 Administrative Analyst and 1823 Senior Administrative Analyst; therefore, your test scores may be applied to one or more of these classes if you choose to apply to future recruitments. This is not the same exam that is used for 1824 Principal Administrative Analyst, as such your scores on this exam are not applied to any 1824 recruitments, and your scores from the 1824 exam cannot be applied to this recruitment. 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 or specialty subtest(s)], 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 or specialty subtest) is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

Note: Candidates must achieve a passing score in order to be ranked on the eligible list

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

Reasonable Accommodation Request:
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities.

Veteran’s Preference:
Information regarding requests for Veteran’s Preference can be found at: http://sfdhr.org/veterans-preference.

Seniority Credit in Promotional Exams:
Information regarding requests for seniority credit in promotional exams can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit.

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.

Terms of Announcement and Appeal Rights:
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.

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.


Combined Promotive and Entrance (CPE)
Issued:
8/29/19
Amended: 9/9/19 - Clerically amended to clarify classification level.
Micki Callahan, Human Resources Director
Department of Human Resources
Recruitment ID:
PBT-1822-096320
GSA - SS (415) 554-6050

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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