1823 Senior Administrative Analyst

Recruitment #PBT-1823-108200

Introduction


Interested applicants are encouraged to apply immediately.  Receipt of applications may close at anytime, but not before May 10, 2021 at 5:00 p.m.


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

 

The San Francisco Employees’ Retirement System offers an exceptional opportunity for the right candidates 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 74,000 active and retired employees of the City and County of San Francisco and their survivors.


Our Mission 

 

The San Francisco Employees’ Retirement System 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.

  

The San Francisco Employees’ Retirement System currently seeks a Senior Administrative Analyst to work in the Administrative Division. Under general direction, the position will serve as the principal staff assistant to the Retirement System Executive Director.


Examples of primary duties may include:

 

  1. Serves as a liaison between senior staff, the public and departmental personnel for the director;
  2. Plans, organizes, and/or oversees complex, sensitive and detailed analytical work related to all administrative and governance policies of the San Francisco Retirement Board; monitors Retirement Board and Retirement Board members’ activities to ensure compliance with all Retirement Board governance and administrative policies;
  3. Monitors and ensures staff and Board members’ compliance of policies and procedures, and statutory regulations;
  4. Complies, analyzes and reconciles Board governance policies and procedures;
  5. Prepares and presents amendments to Board governance policies and procedures;
  6. Serves as primary liaison among the Retirement Board, the Board Governance Committee, the Board’s governance consultant and Executive Director in planning and organizing Governance Committee meetings, written analyses, recommendations and reports;
  7. Plans and prepares detailed compliance reporting for presentation to department administration and the Retirement Board;
  8. Plans, prepares and publishes appropriate content for Retirement Board media/web platforms;
  9. Plans, prepares and publishes informational materials targeted at key agency partners of the Retirement Board (e.g. labor organizations, retiree organizations, the Board of Supervisors);
  10. Responds to and tracks inquiries from stakeholder organizations and members of the public; 
  11. Acts as liaison between the Executive Director and the Board Governance committee chair and the Board Governance consultant;
  12. Develops retirement benefits content for media and website;
  13. Prepares data analysis and reports;
  14. Acts as executive assistant and provides professional level support to the Executive Director.

Minimum Qualifications

  1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university and three (3) years of 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 college coursework as described in Note B and two (2) years full-time equivalent experience performing professional level analytical work as described in Note A; OR 
  3. Possession of a baccalaureate degree from an accredited college or university and four (4) 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 college coursework as described in Note B and three (3) years full-time equivalent 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 1823, 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 1822 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 1823. 

 

Special Condition: 

In addition to minimum qualifications as described above, applicant must have two (2) years of verifiable experience in print and digital media with expertise in Adobe, MS PowerPoint, etc.; and web design, development and deployment for government and customer service.


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 working with or in local or state government agencies.
  • Experience supporting a commission, board, or executive director of a large organization.
  • Excellent written and verbal communication skills.
  • Knowledge of social media trends.
  • Ability to deal courteously, effectively and tactfully with diverse populations.


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-1823-108200
  • 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

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, 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. 

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.

 

In line with the Official Public Health Order to slow the spread of COVID-19, “shelter-in-place” has been issued for all San Francisco residents that is expected to be in effect until further notice. As a result, Department of Human Resources (DHR)’s office (located at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103) is currently closed to the general public. If you have any questions, please feel free to email the Human Resources Analyst listed on this announcement.

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: 50%)

Candidates 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.

 

Supplemental Questionnaire Evaluation: (Weight: 50%)

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 producing press releases; knowledge of web content management; ability to prepare PowerPoint presentations; ability to research and analyze data; ability to communicate effectively in writing with employees, program members, employee representatives, other government agencies and private entities by composing clear and concise memos, letters, and reports; understand and follow written instructions.

 

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

Applicants meeting the minimum qualifications are not guaranteed to advance through all of the steps 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.

 

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.

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 receive a conditional offer of employment, 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 Ten 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 & Entrance
    Issued: April 27, 2021

    Recruitment No.: 108200
    Carol Isen, Human Resources Director
    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.

     



    Powered by JobAps