Personnel Analyst (Employment Services)

Job Description:

Personnel Analyst (Employment Services)

Description

THE POSITION

THIS POSTING WILL BE OPEN UNTIL FILLED

Application cut-off dates are the second and fourth Friday of each month.

With supervisor approval, incumbents may be eligible for intermittent remote work; however, they must physically reside within the State of California with the ability to report to Sacramento-based physical worksites daily if required.

The City of Sacramento Human Resources Department, Employment Services Division is seeking a knowledgeable, analytical, and motivated human resources professional to join its team as a Personnel Analyst. This position performs professional-level analytical work involving classification and compensation studies, job analysis, workforce research, policy interpretation, examination development, and organizational analysis. Primary responsibilities include conducting job audits and salary surveys; preparing and revising class specifications; analyzing compensation relationships and workforce data; interpreting and applying Civil Service Rules, labor agreements, policies, and employment laws; and preparing detailed reports, recommendations, correspondence, and presentations for management, departments, labor representatives, and the Sacramento Civil Service Board. The position also supports recruitment and selection activities, including coordinating recruitments, evaluating applications, developing examinations, and responding to appeals. Additional responsibilities include advising departments on staffing and personnel matters, analyzing program effectiveness and workforce trends, collaborating with internal and external stakeholders, and providing exceptional customer service in a fast-paced environment.

IDEAL CANDIDATE STATEMENT

The ideal candidate values diversity, equity, inclusion, and accessibility, and possesses strong professional-level analytical, research, interpretation, and report writing skills. The successful candidate will have experience independently conducting complex research and analysis related to classification and compensation, recruitment and selection processes, job analysis, examination development, workforce trends, and organizational or staffing issues. They will demonstrate the ability to interpret, apply, and explain Civil Service Rules, labor agreements, policies, procedures, and employment laws while developing clear, concise, and well-supported written recommendations, reports, correspondence, and presentations for a variety of audiences.

The ideal candidate is a critical thinker with strong judgment, attention to detail, and the ability to manage multiple priorities in a fast-paced environment while balancing the needs and interests of diverse stakeholders. Experience independently analyzing complex personnel issues, evaluating data, conducting salary and workforce studies, preparing professional reports and findings, and communicating recommendations both verbally and in writing is highly desirable. Strong customer service, collaboration, and communication skills are essential, along with the ability to effectively support recruitment, classification, compensation, examination, and other personnel-related programs under general supervision.

Under general supervision, the Personnel Analyst performs professional personnel work in a variety of personnel program areas including, but not limited to, recruitment, selection, classification, salary administration, benefits, training, career development, and retirement programs.

DISTINGUISHING CHARACTERISTICS

This classification is populated with multiple incumbents who apply professional knowledge and skills to various personnel programs and problems. Incumbents perform the full range of standard work procedures, operations, tasks, duties, and responsibilities with little or no immediate supervision. This classification is distinguished from the lower class of Personnel Technician in that the latter performs the more routine technical duties and tasks. The Personnel Analyst is distinguished from the higher classification of Senior Personnel Analyst in that the latter performs the most complex work, and assists in the development and implementation of goals, objectives, policies, and priorities.

SUPERVISION RECEIVED AND EXERCISED

General supervision is provided by higher-level professional personnel staff. Responsibilities may include the technical or functional supervision of lower level professional positions and technical level personnel.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Plans and coordinates recruitments; determines labor market and length of recruitment; prepares job bulletins and recruitment information; determines and places advertising in appropriate media; coordinates participation in career and job fairs; and reviews and evaluates applications; determines appropriate written, oral, and or performance examination programs; develops, evaluates and validates selection instruments; supervises the administration and scoring of examinations and the establishment of eligible lists.
• Conducts position classification studies; performs job audits and analyses of individual positions, classes and series of classes; prepares and revises class specifications, prepares study and implementation reports; participates in organization and staffing studies of City departments; conducts salary and employee fringe benefit surveys; analyzes data, and recommends adjustments and internal relationships;
• Participates in the administration of the City retirement and other benefit programs; evaluates program effectiveness and vendor effectiveness;assists in resolving difficult or sensitive problems and serves as intermediary for employees and vendors/providers.
• Participates in workplace diversity, equal opportunity employment, and inclusion activities; coordinates committees; gathers and compiles statistical information; evaluates effectiveness of programs; recommends and implements program changes.
• Participates in evaluating training needs, develops curriculum, selects instructors, markets program; conducts training sessions and workshops; evaluates training feedback and suggests changes or enhancements.
• Works with departments on personnel problems, staffing needs, and the interpretation of personnel policies and procedures; provides career counseling to individuals and groups.
• Establishes liaisons with community, business, industry, and agencies as appropriate.
• Provides exceptional customer service to those contacted in the course of work.
• Other related duties may also be performed; not all duties listed are necessarily performed by each individual holding this classification.

QUALIFICATIONS

Knowledge of:

• Fundamental principles and practices of personnel administration.
  
• Principles, methods, and procedures utilized in recruitment and selection, classification, salary administration, benefit administration, training programs, and retirement programs.
  
• Applicable Federal and State laws and regulations.
  
• Statistical concepts and methods.
  
• Principles of organization, administration, and supervision.
  
• Special needs of diverse populations.
  
• Technical report writing.
  
• Community resources.
  
• Computers and computer applications.

Skill in:

• Use of computers and computer applications and software.

Ability to:

• Communicate clearly and concisely, verbally and in writing.
• Collect, compile, and analyze information and data.
• Perform professional personnel work with a minimum of supervision.
• Interpret and explain City personnel programs and policies to employees and the public.
• Assist in the supervision and training of clerical, technical, and professional personnel.
• Effectively promote diversity in the workplace programs.

EXPERIENCE AND EDUCATION:

Experience:

One year of professional level human resources management experience in the areas of recruitment/selection, classification and pay, career development, and/or benefit and retirement programs.

-AND-

Education:

Possession of a Bachelor's degree from an accredited college or university with major coursework in business or public administration, human resources or closely related field.

-OR-

Five years of paid full time experience performing as a para-professional as it relates to report writing, research, analysis and/or technical support in the areas recruitment/selection, classification and pay, career development and benefit and retirement programs.

Substitution:

A Master's degree and internship may substitute for one-year of required professional-level human resources experience.

PROOF OF EDUCATION

Should education be used to qualify for this position, then proof of education such as, but not limited to, university/college transcripts and degrees should be submitted with your application and will be required at the time of appointment . Unofficial documents and/or copies are acceptable.

An applicant with a college degree obtained outside the United States must have education records evaluated by a credentials evaluation service. Evaluation of education records will be due at time of appointment.

SPECIAL QUALIFICATIONS

PROBATIONARY PERIOD:

Employees must complete twelve (12) months of probation at a satisfactory performance level prior to gaining permanent status.

THE SELECTION PROCEDURE

Please note, the City of Sacramento's preferred method of communication with applicants is via e-mail. As such, please ensure you verify the e-mail address on your application, and check your e-mail frequently, including your spam and junk folders. All e-mail notifications can also be accessed through the governmentjobs.com applicant inbox.

1. Application: (Pass/Fail) - All applicants must complete and submit online a City of Sacramento employment application by the next posted cut -off date ;

• Employment applications must be submitted online; paper applications will not be accepted.
• Employment applications will be considered incomplete and will be disqualified:
  • If applicants do not list current and/or past job-related experience in the duties area of the "Work Experience" section. Note: Qualifying experience is based on full-time experience (40 hours per week). Qualifying experience is calculated to the full-time equivalent (pro-rated if less than 40 hours/week).
  • If "see resume" is noted in the "Work Experience" section; a resume will not substitute for the information required in the "Work Experience" section.
• Proof of education such as, but not limited to, university/college transcripts and degrees should be submitted online with your application. Proof of education will be required at time of appointment.
• Position/job titles will not be considered in determining eligibility for meeting the minimum qualifications for this position.
• If you’re requesting Veteran’s credit, a copy of your DD214 must be submitted online with your application or emailed to the Employment Office by the next posted cut -off date . information regarding the use of Veteran’s credit can be found in the Civil Service Board rules under rule 4.9C.
• Applicants are responsible for attaching a copy of their DD214 to each position for which they apply.

2. Training and Experience Exam : (Weighted 100%) - The questions located at the end of the application are the Training and Experience (T&E) Exam. Responses to the T&E questions will be rated and scored. This exam will evaluate the relevance, level, and progression of a candidate's education, training and experience. The exam score will determine your ranking on the eligible list for this job. When completing the T&E questions, please note:

• Responses to the T&E questions must be submitted online; paper questionnaires will not be accepted.
• A resume will not substitute for the information required in the T&E questions.

3. Eligibility : Candidates who pass the Training and Experience Test will be placed on the eligible list. The hiring department may contact candidates for interview at any time during the life of the one-year list. Candidate’s eligibility expires one year from the date of notification of a passing score for the Personnel Analyst examination.

4. Screening Committee : (Pass/Fail)- All candidates that pass the examination and are in one of the top three ranks will have their application forwarded to the hiring department for review. The hiring department will select the most competitive applications for further consideration. Human Resources will only evaluate employment applications for the minimum qualifications, as stated on the job announcement, for applications selected by the hiring department.

5. Conditional Hire: Upon receipt of a conditional offer, the selected candidate must complete and pass Live Scan/fingerprinting. If applicable, candidates may also need to pass a pre-employment medical exam, controlled substance and/or alcohol test, and possess any required licensure or certification prior to receiving a start date from the Department. Failure to meet these prerequisites will be grounds for withdrawal of your conditional offer of employment.

QUESTIONS:
For questions concerning this job announcement and the application process:

• Please visit https://www.governmentjobs.com/Home/ApplicationGuide for a comprehensive, step-by-step guide to the application process.
• For technical support between 6 AM - 5 PM PT, contact Live Applicant Support at (855) 524-5627.
• Visit the City of Sacramento Human Resources Department website at https://www.cityofsacramento.gov/HR/employment ;
• Send an email to [email protected] ; or
• Call the Human Resources Department at (916) 808-5726

Bilingual Pay
Did you know that the City offers bilingual pay? That's right, most labor agreements offer the option of providing employees with bilingual pay if the department deems it to be operationally necessary.

Pension Reform Act
The City of Sacramento is covered by the California Public Employees' Retirement System, and as such, must adhere to the California Public Employee's Pension Reform Act (PEPRA) of 2013. Please note that the provisions within this act may affect or impact an applicant's eligibility and/or selection for open vacancies at the City of Sacramento.

Equal Opportunity Employer
The City of Sacramento is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.

Additional Information

Civil Service Rules: https://www.cityofsacramento.gov/content/dam/portal/hr/documentlibrary/CivilServiceBoardRules62012.pdf

Union Contracts: https://www.cityofsacramento.gov/HR/labor-agreements.html

Salary Schedule: https://www.cityofsacramento.gov/content/dam/portal/hr/documentlibrary/SalarySchedule.pdf

Closing Date/Time: Continuous

Salary:

$74,158.32 - $104,348.21 Annually