Marketing Statement Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program. Job Summary Pay Rate $99,240.00/annually - $150,349.00/annually The initial annual salary for this assignment is negotiable between $99,240.00 - $133,127.10, commensurate with education and experience. Note: Employees in this job classification are currently scheduled to receive a 4% cost of living adjustment effective July 1, 2024. Reports To Supervisor of Compensation & Analytics Current Assignment The Bay Area Rapid Transit Direct (BART) is seeking a Senior Classification & Compensation Analyst to join its Human Resources Department. Under general supervision, provides highly technical subject matter expertise on classification and compensation projects and assignments, including those related to salary analysis and determinations, market pricing, and salary administration; develops and establishes new and updated classification specifications; partners with various departments to settle classification and compensation discrepancies with unions; maintains classification data and files; administers BART's temporary upgrade process; performs labor relations costing functions, including grievance settlement and/or contract proposal costings; and performs related duties as required. The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process: Deep understanding of principles and practices of classification and compensation administration. Broad general knowledge of public sector human resources administration, including the purpose and key aspects of each functional area. Exceptional written and verbal communication skills and the ability to clearly communicate complex topics in an accessible and easy to understand way. Advanced analytical and problem-solving skills. High level of comfort working with complex data and performing routine statistical analyses on the data Ability to leverage various computer systems and applications in conducting analyses, including familiarity with Microsoft Excel formulas and functions. Selection Process Applications will be screened to assure that minimum qualifications are met and may be further screened based on training and experience. Those applicants who meet minimum qualifications and pass the supplemental screening will be invited to move forward in the selection process, which will include a panel interview and may include a practical exercise. Currently, the tentative schedule for the selection process is as follows: Tentative Selection Process Timeline: Deadline to Submit Application: April 8, 2024 Review of Minimum Qualifications: April 10, 2024 Supplemental Screening - based on training & experience (if necessary): April 12, 2024 Oral Interviews, which could include practical exam: Week of April 22, 2024 Tentative Offer: April 29, 2024 Final, Confirmed Offer: May 20, 2024 Projected Start Date: June 10, 2024 Please note that the above schedule is the planned timeline for the selection process but is subject to change at any time. The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations). Examples of Duties Performs complex and sensitive work in the areas of classification and compensation administration, data analysis and reporting, and labor relations costing; provides highly technical and analytical subject matter expertise on assigned projects and tasks; responds to and addresses various compensation and classification related issues. Analyzes salaries, market pricing and salary administration of District pay programs; works with external consultants to manage, develop, implement, and administer compensation related studies and projects. Establishes new or updated job classification descriptions; partners with various departments on union issues related to classification and compensation matters; maintains job classification descriptions. Advises departments on classification and compensation requests and issues; recommends starting salaries and compensation adjustments; makes recommendations for allocation or reallocation of positions; develops and updates job descriptions. Calculates annual wage increases; reviews, coordinates, and validates human resources and compensation-related pay transactions. Performs the more difficult work of staff responsible for complex financial, statistical, and program management analysis, including independently costing grievance settlement payments and proposals arising from negotiations with labor unions. Develops and conducts compensation and benefit surveys; determines scope of survey; collects and analyzes data; makes written recommendations on results. Manages and administers the District’s temporary upgrade process; works with managers to determine temporary upgrade needs, and manages and administers approval process. Prepares reports, presentations, and related documentation; maintains accurate records and files. Responds to employee requests and public inquiries in a courteous manner; provides information within the area of assignment; resolves complaints in an efficient and timely manner. May provide lead direction to other employees for specific functions and/or projects. Stays abreast of trends, legislation, and innovations in the field of human resources. Performs related duties as assigned. Minimum Qualifications Education : Possession of a bachelor's degree in Business Administration, Public Administration, Human Resources, or a related field from an accredited college or university. Experience : The equivalent of three (3) years of professional level Human Resources or related experience. Substitution : Additional experience as outlined above may be substituted for the education on a year-for-year basis. Knowledge and Skills Knowledge of : Operations, services, and activities of a public sector Human Resources Department Principles and practices used in the development and maintenance of position classification systems and compensation plans Standards, techniques, and best practices for the development and construction of job descriptions and specifications Methods, techniques, and legal considerations of administering compensation plans and employee salaries, including salary benchmarking, market analysis, and salary surveys Methods and techniques of research and data collection and analysis Principles and practices of business writing Principles, practices, and strategies for effective interpersonal communication with diverse groups of individuals and in a wide variety of settings Applicable software, applications, and related functions, including human resources information systems, word processing applications, and spreadsheet applications Related Federal, State, and local codes, laws, and regulations Skill in : Performing complex and highly analytical human resources duties, including classification and compensation and/or labor relations costing duties Interpreting, explaining, and enforcing policies and procedures Analyzing complex problems, identifying alternative solutions, and making recommendations Operating office equipment including computers and supporting word processing and spreadsheet applications Conducting compensation and benefits surveys and analyzing data Preparing clear and concise reports and documentation Communicating clearly and concisely, both orally and in writing Establishing and maintaining effective working relationships with those contacted in the course of work Equal Employment Opportunity GroupBox1 The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws. The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov . Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs . The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification. Highlights Medical Coverage (or $350/month if opted out) Dental Coverage Vision Insurance (Basic and Enhanced Plans Available) Retirement Plan through the CA Public Employees’ Retirement System (CalPERS) 2% @ 55 (Classic Members) 2% @ 62 (PEPRA Members) 3% at 50 (Safety Members - Classic) 2.7% @ 57 (Safety Members - PEPRA) Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details) Money Purchase Pension Plan (in-lieu of participating in Social Security tax) 6.65% employer contribution up to annual maximum of $1,868.65 Deferred Compensation & Roth 457 Sick Leave Accruals (12 days per year) Vacation Accruals (3-6 weeks based on time worked w/ the District) Holidays: 9 observed holidays and 5 floating holidays Life Insurance w/ ability to obtain additional coverage Accidental Death and Dismemberment (AD&D) Insurance Survivor Benefits through BART Short-Term Disability Insurance Long-Term Disability Insurance Flexible Spending Accounts: Health and Dependent Care Commuter Benefits Free BART Passes for BART employees and eligible family members. Closing Date/Time: 4/8/2024 11:59 PM Pacific
Mar 23, 2024
Full Time
Marketing Statement Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program. Job Summary Pay Rate $99,240.00/annually - $150,349.00/annually The initial annual salary for this assignment is negotiable between $99,240.00 - $133,127.10, commensurate with education and experience. Note: Employees in this job classification are currently scheduled to receive a 4% cost of living adjustment effective July 1, 2024. Reports To Supervisor of Compensation & Analytics Current Assignment The Bay Area Rapid Transit Direct (BART) is seeking a Senior Classification & Compensation Analyst to join its Human Resources Department. Under general supervision, provides highly technical subject matter expertise on classification and compensation projects and assignments, including those related to salary analysis and determinations, market pricing, and salary administration; develops and establishes new and updated classification specifications; partners with various departments to settle classification and compensation discrepancies with unions; maintains classification data and files; administers BART's temporary upgrade process; performs labor relations costing functions, including grievance settlement and/or contract proposal costings; and performs related duties as required. The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process: Deep understanding of principles and practices of classification and compensation administration. Broad general knowledge of public sector human resources administration, including the purpose and key aspects of each functional area. Exceptional written and verbal communication skills and the ability to clearly communicate complex topics in an accessible and easy to understand way. Advanced analytical and problem-solving skills. High level of comfort working with complex data and performing routine statistical analyses on the data Ability to leverage various computer systems and applications in conducting analyses, including familiarity with Microsoft Excel formulas and functions. Selection Process Applications will be screened to assure that minimum qualifications are met and may be further screened based on training and experience. Those applicants who meet minimum qualifications and pass the supplemental screening will be invited to move forward in the selection process, which will include a panel interview and may include a practical exercise. Currently, the tentative schedule for the selection process is as follows: Tentative Selection Process Timeline: Deadline to Submit Application: April 8, 2024 Review of Minimum Qualifications: April 10, 2024 Supplemental Screening - based on training & experience (if necessary): April 12, 2024 Oral Interviews, which could include practical exam: Week of April 22, 2024 Tentative Offer: April 29, 2024 Final, Confirmed Offer: May 20, 2024 Projected Start Date: June 10, 2024 Please note that the above schedule is the planned timeline for the selection process but is subject to change at any time. The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations). Examples of Duties Performs complex and sensitive work in the areas of classification and compensation administration, data analysis and reporting, and labor relations costing; provides highly technical and analytical subject matter expertise on assigned projects and tasks; responds to and addresses various compensation and classification related issues. Analyzes salaries, market pricing and salary administration of District pay programs; works with external consultants to manage, develop, implement, and administer compensation related studies and projects. Establishes new or updated job classification descriptions; partners with various departments on union issues related to classification and compensation matters; maintains job classification descriptions. Advises departments on classification and compensation requests and issues; recommends starting salaries and compensation adjustments; makes recommendations for allocation or reallocation of positions; develops and updates job descriptions. Calculates annual wage increases; reviews, coordinates, and validates human resources and compensation-related pay transactions. Performs the more difficult work of staff responsible for complex financial, statistical, and program management analysis, including independently costing grievance settlement payments and proposals arising from negotiations with labor unions. Develops and conducts compensation and benefit surveys; determines scope of survey; collects and analyzes data; makes written recommendations on results. Manages and administers the District’s temporary upgrade process; works with managers to determine temporary upgrade needs, and manages and administers approval process. Prepares reports, presentations, and related documentation; maintains accurate records and files. Responds to employee requests and public inquiries in a courteous manner; provides information within the area of assignment; resolves complaints in an efficient and timely manner. May provide lead direction to other employees for specific functions and/or projects. Stays abreast of trends, legislation, and innovations in the field of human resources. Performs related duties as assigned. Minimum Qualifications Education : Possession of a bachelor's degree in Business Administration, Public Administration, Human Resources, or a related field from an accredited college or university. Experience : The equivalent of three (3) years of professional level Human Resources or related experience. Substitution : Additional experience as outlined above may be substituted for the education on a year-for-year basis. Knowledge and Skills Knowledge of : Operations, services, and activities of a public sector Human Resources Department Principles and practices used in the development and maintenance of position classification systems and compensation plans Standards, techniques, and best practices for the development and construction of job descriptions and specifications Methods, techniques, and legal considerations of administering compensation plans and employee salaries, including salary benchmarking, market analysis, and salary surveys Methods and techniques of research and data collection and analysis Principles and practices of business writing Principles, practices, and strategies for effective interpersonal communication with diverse groups of individuals and in a wide variety of settings Applicable software, applications, and related functions, including human resources information systems, word processing applications, and spreadsheet applications Related Federal, State, and local codes, laws, and regulations Skill in : Performing complex and highly analytical human resources duties, including classification and compensation and/or labor relations costing duties Interpreting, explaining, and enforcing policies and procedures Analyzing complex problems, identifying alternative solutions, and making recommendations Operating office equipment including computers and supporting word processing and spreadsheet applications Conducting compensation and benefits surveys and analyzing data Preparing clear and concise reports and documentation Communicating clearly and concisely, both orally and in writing Establishing and maintaining effective working relationships with those contacted in the course of work Equal Employment Opportunity GroupBox1 The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws. The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov . Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs . The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification. Highlights Medical Coverage (or $350/month if opted out) Dental Coverage Vision Insurance (Basic and Enhanced Plans Available) Retirement Plan through the CA Public Employees’ Retirement System (CalPERS) 2% @ 55 (Classic Members) 2% @ 62 (PEPRA Members) 3% at 50 (Safety Members - Classic) 2.7% @ 57 (Safety Members - PEPRA) Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details) Money Purchase Pension Plan (in-lieu of participating in Social Security tax) 6.65% employer contribution up to annual maximum of $1,868.65 Deferred Compensation & Roth 457 Sick Leave Accruals (12 days per year) Vacation Accruals (3-6 weeks based on time worked w/ the District) Holidays: 9 observed holidays and 5 floating holidays Life Insurance w/ ability to obtain additional coverage Accidental Death and Dismemberment (AD&D) Insurance Survivor Benefits through BART Short-Term Disability Insurance Long-Term Disability Insurance Flexible Spending Accounts: Health and Dependent Care Commuter Benefits Free BART Passes for BART employees and eligible family members. Closing Date/Time: 4/8/2024 11:59 PM Pacific
Cal State University (CSU) San Jose
1 Washington Street, San Jose, CA 95192, USA
Job Summary Reporting to the Director of Graduate Enrollment Management, with limited direction from the Director of Graduate Admissions and Program Evaluations, the Graduate Enrollment and Communication Analyst is primarily responsible for analyzing, identifying, and implementing enrollment and communication set-up and ongoing maintenance for the Customer Relationship Management (CRM) system within the College of Graduate Studies. Working independently under general supervision, the incumbent is responsible for analysis, communication, and project management to implement and enhance the graduate CRM to effectively and efficiently achieve strategic administrative and operational goals for graduate recruitment, admissions, enrollment, and overall graduate student success. This involves setting up and maintaining comprehensive workflows and communications/marketing campaigns, as well as robust enrollment reporting features. The incumbent collaborates and meets with other business analyst groups to facilitate communication amongst internal and external units to ensure successful technical implementation and enhancements of key functions within the CRM, as well as other technical and communication initiatives. This requires analyzing existing business processes, requirements gathering, business user flow diagram creation, assisting the business side in implementing new systems and functionality, developing and delivering documentation and training as it relates to technology, and supporting users with software-related processing issues. In addition, they are responsible for developing and coordinating requests for enhancements to our existing systems. The Graduate Enrollment and Communications Analyst will assist in maintaining accurate and transparent documentation of the CRM and other technical processes and workflows in order to maintain levels of efficiency and quality service. Knowledge, Skills & Abilities Ability to support a Customer Relationship Management (CRM) system; technical and functional knowledge Knowledge of student database management systems (such as PeopleSoft, OnBase) Ability to work with end users to define functional business requirements and translate them into technical specifications Ability to review software and associated processes and identify potential points of intersection within and between operational units Ability to communicate with constituents in a professional and respectful manner Strong oral and written communication skills; good training skills Ability to use and implement software applications in a higher education setting Ability to handle multiple work priorities, organize and plan work and projects with little supervision Ability to analyze multiple, complex demands for increased operation efficiency to assist management on appropriate priority of implementations Ability to quickly analyze new initiatives from state, federal, CSU, and SJSU CGS leadership to determine effects on existing technology, and to develop and implement any resulting changes to functionality Ability to design and document complex business process systems Ability to coordinate implementation of an initiative through to completion Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization or information exists Ability to develop techniques for handling a large variety of detailed data and ability to analyze the data Ability to effectively present ideas and concepts in written or presentation format and use consultative facilitation skills to gain consensus; strong listening, negotiation and conflict resolution skills Required Qualifications A bachelor's degree and/or equivalent training Four years of administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs Preferred Qualifications A bachelor’s degree Two years supporting/project managing a CRM Demonstrated knowledge of CSU PeopleSoft or similar student information system(s) Demonstrated ability to write basic SQL statements and develop reports Two years’ experience or direct exposure to project management Compensation Classification: Administrative/Analyst Specialist - Exempt II Anticipated Hiring Range: $5,833/month - $6,250/month CSU Salary Range: $5,022/month - $9,083/month San José State University offers employees a comprehensive benefits package typically worth 30-35% of your base salary. For more information on programs available, please see the Employee Benefits Summary . Application Procedure Click Apply Now to complete the SJSU Online Employment Application and attach the following documents: Resume Letter of Interest All applicants must apply within the specified application period: January 15, 2024 through January 29, 2024 . This position is open until filled; however, applications received after screening has begun will be considered at the discretion of the university. Contact Information University Personnel jobs@sjsu.edu 408-924-2252 CSU Vaccination Policy The CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S. Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measures established by each campus. The system wide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to jobs@sjsu.edu . Additional Information Satisfactory completion of a background check (including a criminal records check) is required for employment. SJSU will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was offered the position on a contingent basis. The standard background check includes: criminal check, employment and education verification. Depending on the position, a motor vehicle and/or credit check may be required. All background checks are conducted through the university's third party vendor, Accurate Background. Some positions may also require fingerprinting. SJSU will pay all costs associated with this procedure. Evidence of required degree(s) or certification(s) will be required at time of hire. SJSU IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (e.g. H1-B VISAS) All San José State University employees are considered mandated reporters under the California Child Abuse and Neglect Reporting Act and are required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Incumbent is also required to promptly report any knowledge of a possible Title IX related incident to the Title IX Office or report any discrimination, harassment, and/or retaliation to the Office of Equal Opportunity. Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act and Campus Housing Fire Safety Notification: Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the Annual Security Report (ASR) is also now available for viewing at https://www.sjsu.edu/clery/docs/SJSU-Annual-Security-Report.pdf. The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and Sexual Assault prevention information, and information about drug and alcohol prevention programming. The ASR also contains statistics of Clery crimes for San José State University locations for the three most recent calendar years. A paper copy of the ASR is available upon request by contacting the Office of the Clery Director by phone at 408-924-1501 or by email at clerycompliance@sjsu.edu . Pursuant to the Higher Education Opportunity Act, the Annual Fire Safety Report (AFSR) is also available for viewing at https://www.sjsu.edu/clery/docs/SJSU-Annual-Fire-Safety-Report.pdf . The purpose of this report is to disclose statistics for fires that occurred within SJSU on-campus housing facilities for the three most recent calendar years, and to distribute fire safety policies and procedures intended to promote safety on Campus. A paper copy of the AFSR is available upon request by contacting the Housing Office by phone at 408-795-5600 or by email at uhs-frontdesk@sjsu.edu . Campus Security Authority - In accordance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) and CSU systemwide policy, this position is subject to ongoing review for designation as a Campus Security Authority. Individuals that are designated as Campus Security Authorities are required to immediately report Clery incidents to the institution and complete Clery Act training as determined by the university Clery Director. Equal Employment Statement San José State University (SJSU) is an Equal Opportunity/Affirmative Action employer committed to nondiscrimination on the basis of age, ancestry, citizenship status, color, creed, disability, ethnicity, gender, genetic information, marital status, medical condition, national origin, race, religion or lack thereof, sex, sexual orientation, transgender, or protected veteran status consistent with applicable federal and state laws. This policy applies to all SJSU students, faculty and staff programs and activities. Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex in all education programs and activities operated by the university (both on and off campus). Advertised: Jan 15 2024 Pacific Standard Time Applications close: Closing Date/Time:
Mar 07, 2024
Job Summary Reporting to the Director of Graduate Enrollment Management, with limited direction from the Director of Graduate Admissions and Program Evaluations, the Graduate Enrollment and Communication Analyst is primarily responsible for analyzing, identifying, and implementing enrollment and communication set-up and ongoing maintenance for the Customer Relationship Management (CRM) system within the College of Graduate Studies. Working independently under general supervision, the incumbent is responsible for analysis, communication, and project management to implement and enhance the graduate CRM to effectively and efficiently achieve strategic administrative and operational goals for graduate recruitment, admissions, enrollment, and overall graduate student success. This involves setting up and maintaining comprehensive workflows and communications/marketing campaigns, as well as robust enrollment reporting features. The incumbent collaborates and meets with other business analyst groups to facilitate communication amongst internal and external units to ensure successful technical implementation and enhancements of key functions within the CRM, as well as other technical and communication initiatives. This requires analyzing existing business processes, requirements gathering, business user flow diagram creation, assisting the business side in implementing new systems and functionality, developing and delivering documentation and training as it relates to technology, and supporting users with software-related processing issues. In addition, they are responsible for developing and coordinating requests for enhancements to our existing systems. The Graduate Enrollment and Communications Analyst will assist in maintaining accurate and transparent documentation of the CRM and other technical processes and workflows in order to maintain levels of efficiency and quality service. Knowledge, Skills & Abilities Ability to support a Customer Relationship Management (CRM) system; technical and functional knowledge Knowledge of student database management systems (such as PeopleSoft, OnBase) Ability to work with end users to define functional business requirements and translate them into technical specifications Ability to review software and associated processes and identify potential points of intersection within and between operational units Ability to communicate with constituents in a professional and respectful manner Strong oral and written communication skills; good training skills Ability to use and implement software applications in a higher education setting Ability to handle multiple work priorities, organize and plan work and projects with little supervision Ability to analyze multiple, complex demands for increased operation efficiency to assist management on appropriate priority of implementations Ability to quickly analyze new initiatives from state, federal, CSU, and SJSU CGS leadership to determine effects on existing technology, and to develop and implement any resulting changes to functionality Ability to design and document complex business process systems Ability to coordinate implementation of an initiative through to completion Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization or information exists Ability to develop techniques for handling a large variety of detailed data and ability to analyze the data Ability to effectively present ideas and concepts in written or presentation format and use consultative facilitation skills to gain consensus; strong listening, negotiation and conflict resolution skills Required Qualifications A bachelor's degree and/or equivalent training Four years of administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs Preferred Qualifications A bachelor’s degree Two years supporting/project managing a CRM Demonstrated knowledge of CSU PeopleSoft or similar student information system(s) Demonstrated ability to write basic SQL statements and develop reports Two years’ experience or direct exposure to project management Compensation Classification: Administrative/Analyst Specialist - Exempt II Anticipated Hiring Range: $5,833/month - $6,250/month CSU Salary Range: $5,022/month - $9,083/month San José State University offers employees a comprehensive benefits package typically worth 30-35% of your base salary. For more information on programs available, please see the Employee Benefits Summary . Application Procedure Click Apply Now to complete the SJSU Online Employment Application and attach the following documents: Resume Letter of Interest All applicants must apply within the specified application period: January 15, 2024 through January 29, 2024 . This position is open until filled; however, applications received after screening has begun will be considered at the discretion of the university. Contact Information University Personnel jobs@sjsu.edu 408-924-2252 CSU Vaccination Policy The CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S. Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measures established by each campus. The system wide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to jobs@sjsu.edu . Additional Information Satisfactory completion of a background check (including a criminal records check) is required for employment. SJSU will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was offered the position on a contingent basis. The standard background check includes: criminal check, employment and education verification. Depending on the position, a motor vehicle and/or credit check may be required. All background checks are conducted through the university's third party vendor, Accurate Background. Some positions may also require fingerprinting. SJSU will pay all costs associated with this procedure. Evidence of required degree(s) or certification(s) will be required at time of hire. SJSU IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (e.g. H1-B VISAS) All San José State University employees are considered mandated reporters under the California Child Abuse and Neglect Reporting Act and are required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Incumbent is also required to promptly report any knowledge of a possible Title IX related incident to the Title IX Office or report any discrimination, harassment, and/or retaliation to the Office of Equal Opportunity. Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act and Campus Housing Fire Safety Notification: Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the Annual Security Report (ASR) is also now available for viewing at https://www.sjsu.edu/clery/docs/SJSU-Annual-Security-Report.pdf. The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and Sexual Assault prevention information, and information about drug and alcohol prevention programming. The ASR also contains statistics of Clery crimes for San José State University locations for the three most recent calendar years. A paper copy of the ASR is available upon request by contacting the Office of the Clery Director by phone at 408-924-1501 or by email at clerycompliance@sjsu.edu . Pursuant to the Higher Education Opportunity Act, the Annual Fire Safety Report (AFSR) is also available for viewing at https://www.sjsu.edu/clery/docs/SJSU-Annual-Fire-Safety-Report.pdf . The purpose of this report is to disclose statistics for fires that occurred within SJSU on-campus housing facilities for the three most recent calendar years, and to distribute fire safety policies and procedures intended to promote safety on Campus. A paper copy of the AFSR is available upon request by contacting the Housing Office by phone at 408-795-5600 or by email at uhs-frontdesk@sjsu.edu . Campus Security Authority - In accordance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) and CSU systemwide policy, this position is subject to ongoing review for designation as a Campus Security Authority. Individuals that are designated as Campus Security Authorities are required to immediately report Clery incidents to the institution and complete Clery Act training as determined by the university Clery Director. Equal Employment Statement San José State University (SJSU) is an Equal Opportunity/Affirmative Action employer committed to nondiscrimination on the basis of age, ancestry, citizenship status, color, creed, disability, ethnicity, gender, genetic information, marital status, medical condition, national origin, race, religion or lack thereof, sex, sexual orientation, transgender, or protected veteran status consistent with applicable federal and state laws. This policy applies to all SJSU students, faculty and staff programs and activities. Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex in all education programs and activities operated by the university (both on and off campus). Advertised: Jan 15 2024 Pacific Standard Time Applications close: Closing Date/Time:
California State University, San Bernardino (CSUSB)
5500 University Parkway, San Bernardino, CA 92407, USA
Job Summary Under the general supervision of the Chief of Staff/Director of Operations and Fiscal Management for Student Affairs, the incumbent will provide operational, administrative, and fiscal leadership support of a strategic nature through program and organizational unit planning activities and the analysis, development, and evaluation of highly complex programs with broad impact for the Student Affairs division. Minimum Qualifications: Required Education and Experience Bachelor's degree and/or the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs, PLUS four years of related experience. Required Qualifications Thorough knowledge of and ability to apply extensive expertise to complex programs and/or administrative specialties, including pertinent laws and regulations. Demonstrated expertise in and advanced knowledge of the principles, problems, and methods of public and business administration and operational and fiscal management. Expertise in administrative survey techniques, operations and systems analysis, statistical and research methods, and the ability to interpret and evaluate results to develop sound conclusions and recommend new or revised policies. Ability to understand problems from a broad, interactive perspective and discern applicable underlying principles to conceive of and develop strategic solutions. Ability to work with representatives from public and private entities and handle potentially sensitive situations. Demonstrated consultative skills in working with internal and external constituent groups. Ability to effectively present ideas and concepts in written or presentation format and use consultative and facilitation skills to gain consensus. Preferred Qualifications Previous work experience in higher education and/or student affairs. Prior knowledge and/or experience in fiscal operations and human resources. Compensation and Benefits: Anticipated Hiring Range: $5,273 - $6,500 per month Classification Salary Range: $5,273 - $9,537 per month The salary offered will take into account internal equity and experience among other factors. The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 15 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here . Position Information: Work status: Full-time/Exempt/Probationary Academic year schedule: Monday through Friday (8:00 am - 5:00 pm), some evenings/weekends. Summer schedule: Monday through Thursday (7:00 am - 5:30 pm), some evenings/weekends. This position is a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position is required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission. The application deadline is: April 5, 2024 As of January 1, 2022, the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California. California State University, San Bernardino in not a sponsoring agency for staff or management positions (i.e. H1-B Visas). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. Drivers License Check Possession of a valid Driver's License is required. Employees in this position will be enrolled in the Department of Motor Vehicles (DMV) Government Employer Pull Notice Program which confirms possession of a valid driver's license and reflects driving record. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit https://www.csusb.edu/human-resources/diversity-inclusion Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact CSUSB Benefits at benefits@csusb.edu. Smoking CSUSB is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/ . Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: https://www.csusb.edu/clery-act Advertised: Mar 22 2024 Pacific Daylight Time Applications close: Apr 05 2024 Pacific Daylight Time Closing Date/Time:
Mar 23, 2024
Job Summary Under the general supervision of the Chief of Staff/Director of Operations and Fiscal Management for Student Affairs, the incumbent will provide operational, administrative, and fiscal leadership support of a strategic nature through program and organizational unit planning activities and the analysis, development, and evaluation of highly complex programs with broad impact for the Student Affairs division. Minimum Qualifications: Required Education and Experience Bachelor's degree and/or the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs, PLUS four years of related experience. Required Qualifications Thorough knowledge of and ability to apply extensive expertise to complex programs and/or administrative specialties, including pertinent laws and regulations. Demonstrated expertise in and advanced knowledge of the principles, problems, and methods of public and business administration and operational and fiscal management. Expertise in administrative survey techniques, operations and systems analysis, statistical and research methods, and the ability to interpret and evaluate results to develop sound conclusions and recommend new or revised policies. Ability to understand problems from a broad, interactive perspective and discern applicable underlying principles to conceive of and develop strategic solutions. Ability to work with representatives from public and private entities and handle potentially sensitive situations. Demonstrated consultative skills in working with internal and external constituent groups. Ability to effectively present ideas and concepts in written or presentation format and use consultative and facilitation skills to gain consensus. Preferred Qualifications Previous work experience in higher education and/or student affairs. Prior knowledge and/or experience in fiscal operations and human resources. Compensation and Benefits: Anticipated Hiring Range: $5,273 - $6,500 per month Classification Salary Range: $5,273 - $9,537 per month The salary offered will take into account internal equity and experience among other factors. The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 15 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here . Position Information: Work status: Full-time/Exempt/Probationary Academic year schedule: Monday through Friday (8:00 am - 5:00 pm), some evenings/weekends. Summer schedule: Monday through Thursday (7:00 am - 5:30 pm), some evenings/weekends. This position is a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position is required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission. The application deadline is: April 5, 2024 As of January 1, 2022, the CSU Out-of-State Employment Policy prohibits the hiring of employees to perform CSU-related work outside the state of California. California State University, San Bernardino in not a sponsoring agency for staff or management positions (i.e. H1-B Visas). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. Drivers License Check Possession of a valid Driver's License is required. Employees in this position will be enrolled in the Department of Motor Vehicles (DMV) Government Employer Pull Notice Program which confirms possession of a valid driver's license and reflects driving record. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit https://www.csusb.edu/human-resources/diversity-inclusion Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact CSUSB Benefits at benefits@csusb.edu. Smoking CSUSB is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/ . Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: https://www.csusb.edu/clery-act Advertised: Mar 22 2024 Pacific Daylight Time Applications close: Apr 05 2024 Pacific Daylight Time Closing Date/Time:
California State University, Chico
400 West 1st Street, Chico, CA 95929, USA
Our Commitment to Equity, Diversity, and Inclusion: California State University (CSU), Chico is a comprehensive and residential public university, holding Hispanic-Serving Institution (HSI) designation. Chico State operates as part of the 23-campus CSU system, which educates the most ethnically, economically, and academically diverse student body in the nation. The University enrolls over 15,000 students, with over half identifying as first-generation college students. Chico State is committed to recruiting outstanding candidates who reflect the intersectional identities of our student body. The ideal candidate will embrace our values predicated on the primacy of student success and the elimination of equity gaps, have demonstrated experience working with diverse populations, and will contribute to policies, programs, and practices that support an inclusive, accessible, and equitable learning and working environment. Black, Indigenous, People of Color, veterans, and those with diverse abilities are encouraged to apply. Job/Department Summary: Working independently and under the general supervision of the Director of Benefits, Leaves and Workers' Compensation, the incumbent is responsible for supporting the daily operations of the benefits, leaves and workers' compensation office. Incumbent will provide a full range of moderate to complex administrative coordination of Worker's Compensation and Leaves Programs for CSU Chico State employees. Responsibilities include the application and adherence to guidelines in accordance with laws, regulations, collective bargaining agreements, and procedures related to employee leaves of absence and worker's compensation. Incumbent will assist with confidential and sensitive issues, coordinating with the employees, departments, and others to ensure the processes regarding an employee's leave are done timely, documented and communicated efficiently. Areas of responsibility include; providing information regarding eligibility, benefit provisions, rates, enrollment and claim procedures for the mandatory state-financed and voluntary benefit programs which includes: Health, Dental, Vision, Retirement, Dependent/Health Care Reimbursement Account, Flex-Cash Reimbursement Program, Employer-Paid Life/AD&D and Long-Term Disability Programs, Deferred Retirement Accounts, Trustee's recommended Voluntary Insurance Programs, and regulations governed the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Affordable Care Act (ACA) and the Health Insurance Portability and Accountability Act (HIPAA). As a subject matter expert in the operation and maintenance of benefits processing incumbent will utilize the CMS PeopleSoft HR System, to create and update employee benefits records, for the timely transmission of information to appropriate entities. This includes sending an electronic interface and/or creating source documents from PeopleSoft to the State Controller's Office, California Public Employees Retirement System (CalPERS) and other benefits vendors. Required Education and Experience: The knowledge, skills and abilities listed above would normally be obtained through a bachelor’s degree and/or equivalent training. AND Two years of full-time administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices or programs. Preferences: Preference may be given to applicants with the following as they may be considered specialized skills: Bilingual At least 2 years of Human Resources experience with an emphasis in the area of benefits. Experience in higher education. Advanced skill with Excel or database systems. Experience administering State-financed and voluntary benefits plans. Thorough knowledge of: Regulations governed the Consolidated Omnibus Budget Reconciliation Act (COBRA). Health Insurance Portability and Accountability Act (HIPAA). Affordable Care Act (ACA). Time Base: Full-time-1.0 Pay Plan: 12/12 Work Schedule: Mon-Fri 8:00am-5:00pm, Summer - Mon-Thurs 7:00-5:30. CSU Classification Salary Range: $52,548 - $95,064 per year. Benefits: This position qualifies for benefits including tuition fee waiver (if eligible). CSU, Chico offers a number of benefits to its employees (e.g., sick leave, vacation, health insurance). For more information please visit https://www.calstate.edu/csu-system/careers/benefits/Documents/employee-benefits-summary.pdf Additional Information: This position as set forth in CSU Executive Order 1083, revised July 21, 2017 is not designated as a required mandated reporter under the California Child Abuse and Neglect Reporting Act. California State University, Chico, in accordance with CSU policy, requires that the successful candidate complete a background check (including a criminal records check, sexual offender registry check, and/or fingerprinting) prior to assuming this position. Failure to satisfactorily complete or pass the background check may impact the job offer or continued employment of current CSU employees who apply for posted positions identified as sensitive. This position is considered a sensitive position based on CSU guidelines. Incumbent is responsible for the safety and security of Level 1 data, sometimes also referred to as Level 1 protected data. This is confidential information that is in most cases protected by statutes, regulations, or other legal mandates. About Chico State: Graduate and undergraduate programs boast high-quality research experiences, exceptional faculty mentoring, and civic and global engagement opportunities. The campus motto, “Today Decides Tomorrow,” is brought to life by inclusive pedagogy, experiential learning, and co-curricular programming. The Chico Experience prepares students to be critical thinkers, engaged citizens, and inspired stewards of environmental, social, and economic resources. Together, they will become leaders solving the challenges of the 21st century. The campus is located in Northern California, 90 minutes from the state capital, Sacramento, and a three-hour drive from the San Francisco Bay Area. Chico offers year-round natural beauty, outdoor leisure activities, and a thriving arts, music, and events scene. We acknowledge and are mindful that Chico State stands on lands that were originally occupied by the first people of this area, the Mechoopda, and we recognize their distinctive spiritual relationship with this land, the flora, the fauna, and the waters that run through campus. We are humbled that our campus resides upon sacred lands that since time immemorial have sustained the Mechoopda people and continue to do so today. The University is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. Chico State is not a sponsoring agency for staff and management positions (i.e. H-1B Visas). Anticipated start date: June 1, 2024 Advertised: Mar 18 2024 Pacific Daylight Time Applications close: Apr 01 2024 Pacific Daylight Time Closing Date/Time:
Mar 19, 2024
Our Commitment to Equity, Diversity, and Inclusion: California State University (CSU), Chico is a comprehensive and residential public university, holding Hispanic-Serving Institution (HSI) designation. Chico State operates as part of the 23-campus CSU system, which educates the most ethnically, economically, and academically diverse student body in the nation. The University enrolls over 15,000 students, with over half identifying as first-generation college students. Chico State is committed to recruiting outstanding candidates who reflect the intersectional identities of our student body. The ideal candidate will embrace our values predicated on the primacy of student success and the elimination of equity gaps, have demonstrated experience working with diverse populations, and will contribute to policies, programs, and practices that support an inclusive, accessible, and equitable learning and working environment. Black, Indigenous, People of Color, veterans, and those with diverse abilities are encouraged to apply. Job/Department Summary: Working independently and under the general supervision of the Director of Benefits, Leaves and Workers' Compensation, the incumbent is responsible for supporting the daily operations of the benefits, leaves and workers' compensation office. Incumbent will provide a full range of moderate to complex administrative coordination of Worker's Compensation and Leaves Programs for CSU Chico State employees. Responsibilities include the application and adherence to guidelines in accordance with laws, regulations, collective bargaining agreements, and procedures related to employee leaves of absence and worker's compensation. Incumbent will assist with confidential and sensitive issues, coordinating with the employees, departments, and others to ensure the processes regarding an employee's leave are done timely, documented and communicated efficiently. Areas of responsibility include; providing information regarding eligibility, benefit provisions, rates, enrollment and claim procedures for the mandatory state-financed and voluntary benefit programs which includes: Health, Dental, Vision, Retirement, Dependent/Health Care Reimbursement Account, Flex-Cash Reimbursement Program, Employer-Paid Life/AD&D and Long-Term Disability Programs, Deferred Retirement Accounts, Trustee's recommended Voluntary Insurance Programs, and regulations governed the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Affordable Care Act (ACA) and the Health Insurance Portability and Accountability Act (HIPAA). As a subject matter expert in the operation and maintenance of benefits processing incumbent will utilize the CMS PeopleSoft HR System, to create and update employee benefits records, for the timely transmission of information to appropriate entities. This includes sending an electronic interface and/or creating source documents from PeopleSoft to the State Controller's Office, California Public Employees Retirement System (CalPERS) and other benefits vendors. Required Education and Experience: The knowledge, skills and abilities listed above would normally be obtained through a bachelor’s degree and/or equivalent training. AND Two years of full-time administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices or programs. Preferences: Preference may be given to applicants with the following as they may be considered specialized skills: Bilingual At least 2 years of Human Resources experience with an emphasis in the area of benefits. Experience in higher education. Advanced skill with Excel or database systems. Experience administering State-financed and voluntary benefits plans. Thorough knowledge of: Regulations governed the Consolidated Omnibus Budget Reconciliation Act (COBRA). Health Insurance Portability and Accountability Act (HIPAA). Affordable Care Act (ACA). Time Base: Full-time-1.0 Pay Plan: 12/12 Work Schedule: Mon-Fri 8:00am-5:00pm, Summer - Mon-Thurs 7:00-5:30. CSU Classification Salary Range: $52,548 - $95,064 per year. Benefits: This position qualifies for benefits including tuition fee waiver (if eligible). CSU, Chico offers a number of benefits to its employees (e.g., sick leave, vacation, health insurance). For more information please visit https://www.calstate.edu/csu-system/careers/benefits/Documents/employee-benefits-summary.pdf Additional Information: This position as set forth in CSU Executive Order 1083, revised July 21, 2017 is not designated as a required mandated reporter under the California Child Abuse and Neglect Reporting Act. California State University, Chico, in accordance with CSU policy, requires that the successful candidate complete a background check (including a criminal records check, sexual offender registry check, and/or fingerprinting) prior to assuming this position. Failure to satisfactorily complete or pass the background check may impact the job offer or continued employment of current CSU employees who apply for posted positions identified as sensitive. This position is considered a sensitive position based on CSU guidelines. Incumbent is responsible for the safety and security of Level 1 data, sometimes also referred to as Level 1 protected data. This is confidential information that is in most cases protected by statutes, regulations, or other legal mandates. About Chico State: Graduate and undergraduate programs boast high-quality research experiences, exceptional faculty mentoring, and civic and global engagement opportunities. The campus motto, “Today Decides Tomorrow,” is brought to life by inclusive pedagogy, experiential learning, and co-curricular programming. The Chico Experience prepares students to be critical thinkers, engaged citizens, and inspired stewards of environmental, social, and economic resources. Together, they will become leaders solving the challenges of the 21st century. The campus is located in Northern California, 90 minutes from the state capital, Sacramento, and a three-hour drive from the San Francisco Bay Area. Chico offers year-round natural beauty, outdoor leisure activities, and a thriving arts, music, and events scene. We acknowledge and are mindful that Chico State stands on lands that were originally occupied by the first people of this area, the Mechoopda, and we recognize their distinctive spiritual relationship with this land, the flora, the fauna, and the waters that run through campus. We are humbled that our campus resides upon sacred lands that since time immemorial have sustained the Mechoopda people and continue to do so today. The University is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. Chico State is not a sponsoring agency for staff and management positions (i.e. H-1B Visas). Anticipated start date: June 1, 2024 Advertised: Mar 18 2024 Pacific Daylight Time Applications close: Apr 01 2024 Pacific Daylight Time Closing Date/Time:
RTC of Southern Nevada
Las Vegas, Nevada, United States
THE POSITION **Although there is a salary range for this position, salary will be negotiated depending on experience.** This recruitment will be used to establish an open competitive and promotional eligibility list that may be used to fill this vacancy and vacancies occurring in this classification for a minimum period of six (6) months. All communication with applicants will be via email. Applicants must provide a current and valid email address when applying. RTC Department of Human Resources determines whether or not you meet the minimum qualifications for the job based on your experience as you describe it on your application. Do not substitute a resume for your application, or write “See Attached Resume” on your application. We do not review resumes, unless specifically stated on the job announcement. Qualifying education and experience must be clearly documented in the "Education and Work Experience" section of the application. Applicants not meeting these requirements will not be considered for employment. Performs professional level duties involving contract oversight, vendor contract compliance, monitoring/audits, multiple Safety and Security related disciplines and Federal Transit Administration (FTA) compliance programs for the RTC and its vendors related to Safety and Security regulations. FLSA STATUS: Exempt Working Conditions: May work shifts on days, evenings, weekends, and holidays. REQUIREMENTS Education and WorkExperience: Equivalent to a Bachelor's Degree in Business Administration or a closely related field and two (2) years of demonstrated full-time professional-level experience in administering safety and/or security compliance programs, one year of which was in a lead capacity. Licensing and Certification: Must possess and maintain a valid Class C Driver's License at the time of application. Must possess Nevada OSHA 30 (General Industry, 29CFR Part 1910) at the time of appointment or within six (6) months of date of hire. Background Investigation: Employment with the Regional Transportation Commission in this position is contingent upon the results of a comprehensive background investigation, including qualifying education/experience verification, social security trace, criminal history records review, and driving history records check. Required Forms: 1. RTC Application On-Line Profile: Follow all the instructions on the application to include any education and work experience that would qualify you for this position. Only the most qualified candidates will be invited to participate in the examination process. Candidates should ensure they highlight any of the following professional experience they possess on their applications/resumes: • Ability to work in a fast paced environment • Ability to analyze raw data utilizing excel and providing recommendation • Ability to communicate, train staff & contractors on safety regulations • Knowledge of OSHA 1910 and Surveillance Technology • Ability to follow and interpret Federal Transit Administration (FTA) and Department of Homeland Security (DHS) guidelines PHYSICAL DEMANDS This position shall serve on a rotating schedule of being on-call to take after hours and weekend safety/security related calls that may require in-field response of an urgent/emergency nature. Physical ability to perform office and related work, including operating computers and office machinery; stamina to sit, stand, and walk for extended periods of time; strength to lift and maneuver materials weighing up to 25 pounds; vision to read printed materials; and hearing and speech to communicate in person or over the telephone. Accommodation may be made for some of these physical demands for otherwise qualified individuals who require and request such accommodation. EXAMPLE OF DUTIES Plans, oversees, and participates in analyses/recommendations in regard to Federal Safety and Security compliance programs, analyzes, investigates, monitors, audits and responds to issues and concerns in this function. Coordinates and oversees agency federal compliance programs associated with Safety and Security program oversight; produces appropriate records and documentation; interprets and explains FTA, Department of Homeland Security (DHS), Transit Security Administration (TSA), Occupational Safety and Health Administration (OSHA), and workplace safety. Conducts contractor monitoring and oversight related to contractor compliance with state and federal Safety and Security regulations; produces appropriate records and documentation; interprets and explains FTA, DHS, and TSA regulations, conducts site visits with contractors, and coordinates with contract administrators regarding remediation of contractor deficiencies. Develops and maintains RTC Safety and Security policies and procedures; updates and maintains Safety and Security Plans as needed. Independently manages a variety of special projects/deliverables with short/ targeted completion dates as assigned by department head. Researches, extracts, and compiles data for various reports and other documents. Assists in monitoring budgetary accounts and purchase orders for safety and security areas. Monitor and maintain video surveillance, access control, panic buttons and software system through warranty and third-party contractors. Assists in evaluation of reports, decisions, and results of department in relation to established goals; recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. Participates in professional development sessions or seminars; stays current on trends, innovations and legal developments in the Safety/Security field and provides legal updates to staff regarding these areas. Oversees safety and security responsibilities for areas assigned. Provides information and assistance to internal and external customers as required. Operates a variety of office equipment, including computers and associated software. Other duties as assigned. GROUP INSURANCE - Health and dental insurance is available at a minimal expense to eligible employees, spouses and dependents. The RTC pays the monthly life insurance premium for eligible employees. SERVICE CONNECTED DISABILITY INSURANCE - Eligible employees are covered by a Workman's Compensation Program in accordance with the provisions of the Nevada Industrial Insurance Act (NRS Chapter 616) and the Nevada Occupational Diseases Act (NRS 617). LONG-TERM DISABILITY INSURANCE - The RTC pays a monthly premium toward a long-term disability plan for eligible employees. VACATION - Vacation leave accrual is based on length of RTC employment. Initial accrual is at the rate of 3.08 vacation hours for each biweekly pay period. SICK LEAVE - Eligible employees accrue 3.7 hours of sick leave for each biweekly pay period. Employees completing 10 years of service accrue an additional .92 hours of sick leave per biweekly pay period. MISCELLANEOUS LEAVES - Court leave, military leave, parental leave, leave without pay, blood donor leave, education leave, and RTC promotional/transfer application examination leave are available (upon approval) for eligible permanent employees. RETIREMENT - Full-time employees become a member of the Nevada State Public Employees Retirement System under an employer paid plan. LONGEVITY PAY - Effective July 1, 2021, permanent employees who have completed 5 full years of creditable service with the RTC are entitled to a one time longevity payment in addition to their base salary. Longevity is paid annually, in a one time lump sum amount, at the rate of .57 of 1% at 5 years. CREDIT UNION - RTC employees and their families are eligible to join the Clark County Credit Union. TUITION REIMBURSEMENT - Eligible employees may be awarded tuition reimbursement upon successful completion of pre-approved, job related courses. FMLA - Employees who have worked for the RTC for at least one year, and have worked at least 1,250 hours over the preceding 12 months are eligible for the provisions of the Family Medical Leave Act. Closing Date/Time: 4/2/2024 6:00 PM Pacific
Mar 20, 2024
Full Time
THE POSITION **Although there is a salary range for this position, salary will be negotiated depending on experience.** This recruitment will be used to establish an open competitive and promotional eligibility list that may be used to fill this vacancy and vacancies occurring in this classification for a minimum period of six (6) months. All communication with applicants will be via email. Applicants must provide a current and valid email address when applying. RTC Department of Human Resources determines whether or not you meet the minimum qualifications for the job based on your experience as you describe it on your application. Do not substitute a resume for your application, or write “See Attached Resume” on your application. We do not review resumes, unless specifically stated on the job announcement. Qualifying education and experience must be clearly documented in the "Education and Work Experience" section of the application. Applicants not meeting these requirements will not be considered for employment. Performs professional level duties involving contract oversight, vendor contract compliance, monitoring/audits, multiple Safety and Security related disciplines and Federal Transit Administration (FTA) compliance programs for the RTC and its vendors related to Safety and Security regulations. FLSA STATUS: Exempt Working Conditions: May work shifts on days, evenings, weekends, and holidays. REQUIREMENTS Education and WorkExperience: Equivalent to a Bachelor's Degree in Business Administration or a closely related field and two (2) years of demonstrated full-time professional-level experience in administering safety and/or security compliance programs, one year of which was in a lead capacity. Licensing and Certification: Must possess and maintain a valid Class C Driver's License at the time of application. Must possess Nevada OSHA 30 (General Industry, 29CFR Part 1910) at the time of appointment or within six (6) months of date of hire. Background Investigation: Employment with the Regional Transportation Commission in this position is contingent upon the results of a comprehensive background investigation, including qualifying education/experience verification, social security trace, criminal history records review, and driving history records check. Required Forms: 1. RTC Application On-Line Profile: Follow all the instructions on the application to include any education and work experience that would qualify you for this position. Only the most qualified candidates will be invited to participate in the examination process. Candidates should ensure they highlight any of the following professional experience they possess on their applications/resumes: • Ability to work in a fast paced environment • Ability to analyze raw data utilizing excel and providing recommendation • Ability to communicate, train staff & contractors on safety regulations • Knowledge of OSHA 1910 and Surveillance Technology • Ability to follow and interpret Federal Transit Administration (FTA) and Department of Homeland Security (DHS) guidelines PHYSICAL DEMANDS This position shall serve on a rotating schedule of being on-call to take after hours and weekend safety/security related calls that may require in-field response of an urgent/emergency nature. Physical ability to perform office and related work, including operating computers and office machinery; stamina to sit, stand, and walk for extended periods of time; strength to lift and maneuver materials weighing up to 25 pounds; vision to read printed materials; and hearing and speech to communicate in person or over the telephone. Accommodation may be made for some of these physical demands for otherwise qualified individuals who require and request such accommodation. EXAMPLE OF DUTIES Plans, oversees, and participates in analyses/recommendations in regard to Federal Safety and Security compliance programs, analyzes, investigates, monitors, audits and responds to issues and concerns in this function. Coordinates and oversees agency federal compliance programs associated with Safety and Security program oversight; produces appropriate records and documentation; interprets and explains FTA, Department of Homeland Security (DHS), Transit Security Administration (TSA), Occupational Safety and Health Administration (OSHA), and workplace safety. Conducts contractor monitoring and oversight related to contractor compliance with state and federal Safety and Security regulations; produces appropriate records and documentation; interprets and explains FTA, DHS, and TSA regulations, conducts site visits with contractors, and coordinates with contract administrators regarding remediation of contractor deficiencies. Develops and maintains RTC Safety and Security policies and procedures; updates and maintains Safety and Security Plans as needed. Independently manages a variety of special projects/deliverables with short/ targeted completion dates as assigned by department head. Researches, extracts, and compiles data for various reports and other documents. Assists in monitoring budgetary accounts and purchase orders for safety and security areas. Monitor and maintain video surveillance, access control, panic buttons and software system through warranty and third-party contractors. Assists in evaluation of reports, decisions, and results of department in relation to established goals; recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. Participates in professional development sessions or seminars; stays current on trends, innovations and legal developments in the Safety/Security field and provides legal updates to staff regarding these areas. Oversees safety and security responsibilities for areas assigned. Provides information and assistance to internal and external customers as required. Operates a variety of office equipment, including computers and associated software. Other duties as assigned. GROUP INSURANCE - Health and dental insurance is available at a minimal expense to eligible employees, spouses and dependents. The RTC pays the monthly life insurance premium for eligible employees. SERVICE CONNECTED DISABILITY INSURANCE - Eligible employees are covered by a Workman's Compensation Program in accordance with the provisions of the Nevada Industrial Insurance Act (NRS Chapter 616) and the Nevada Occupational Diseases Act (NRS 617). LONG-TERM DISABILITY INSURANCE - The RTC pays a monthly premium toward a long-term disability plan for eligible employees. VACATION - Vacation leave accrual is based on length of RTC employment. Initial accrual is at the rate of 3.08 vacation hours for each biweekly pay period. SICK LEAVE - Eligible employees accrue 3.7 hours of sick leave for each biweekly pay period. Employees completing 10 years of service accrue an additional .92 hours of sick leave per biweekly pay period. MISCELLANEOUS LEAVES - Court leave, military leave, parental leave, leave without pay, blood donor leave, education leave, and RTC promotional/transfer application examination leave are available (upon approval) for eligible permanent employees. RETIREMENT - Full-time employees become a member of the Nevada State Public Employees Retirement System under an employer paid plan. LONGEVITY PAY - Effective July 1, 2021, permanent employees who have completed 5 full years of creditable service with the RTC are entitled to a one time longevity payment in addition to their base salary. Longevity is paid annually, in a one time lump sum amount, at the rate of .57 of 1% at 5 years. CREDIT UNION - RTC employees and their families are eligible to join the Clark County Credit Union. TUITION REIMBURSEMENT - Eligible employees may be awarded tuition reimbursement upon successful completion of pre-approved, job related courses. FMLA - Employees who have worked for the RTC for at least one year, and have worked at least 1,250 hours over the preceding 12 months are eligible for the provisions of the Family Medical Leave Act. Closing Date/Time: 4/2/2024 6:00 PM Pacific
Sonoma County, CA
Santa Rosa, California, United States
Position Information Expand your employee and labor relations career with the County of Sonoma Human Resources Department! Starting salary up to $61.52/hour ($128,399/year) and a competitive total compensation package!* If you’re motivated by building strategic business partnerships, intellectual challenges, negotiation and conflict resolution, working in a fast-paced environment that changes daily, and being part of a supportive team, come join us! We are currently recruiting at the II and III levels for this position, please apply to this and the separate, concurrent recruitment being conducted for Employee and Labor Relations Analyst II if you are interested in being considered at both levels of this opportunity. What We Offer Working at the County of Sonoma offers expansive opportunities for growth and development, the ability to be a part of a challenging and rewarding work environment, and the satisfaction of knowing you're working to better our communities. You can also look forward to flexible work arrangements and excellent benefits* including: Hybrid Telework - A schedule that meets the needs of our staff, department operations, and the communities we serve may be available depending on the assignment Salary Advancement - A salary increase after 1,040 hours (6 months when working full-time) for good work performance; eligibility for a salary increase for good performance every year thereafter, until reaching the top of the salary range Paid Time Off - Competitive vacation and sick leave accruals, 12 paid holidays, and an additional 8 floating holiday hours per year County Paid Health Premium Contributions - 100% premium contribution for the majority of employee-only and employee + family health plan options Staff Development/Wellness Pay - Annual benefit allowances of up to $2,000 and ongoing education/training opportunities Post-Retirement Health Reimbursement Arrangement - County contributions to help fund post-retirement employee health insurance/benefits Retirement - A pension fully integrated with Social Security Paid Parental Leave - May be eligible for up to 8 weeks (320 hours) after 12 months of County employment Bilingual Premium Pay* - An additional $1.50/hour on top of the hourly pay rate for fluent bilingual positions Student Loan Debt Relief - County employees may be eligible for Public Service Loan Forgiveness through the U.S. Department of Education Join Our Team The Human Resources Department (County HR) is a team of 60+ employees who provide human resources and risk management services to the County's 28 departments. These diverse services include benefits, classification plan management, recruitment and examination, countywide training, employee and labor relations, equal employment opportunity, HR information systems, safety, and risk management. Under the leadership of the Director, our mission is to be a trusted strategic partner, providing County departments with HR services that work to effectively recruit, develop, and retain an outstanding workforce committed to providing quality public service. We value customer service, collaboration, professionalism, consistency, proactive planning, flexibility, and innovative problem-solving. County HR is committed to creating a diverse, equitable, and inclusive workplace, where individuals from all backgrounds are welcomed, supported, and empowered to reach their full potential. Our Employee and Labor Relations (ELR) division is a team of 6 highly motivated and solution-driven professionals who strive to provide excellent customer service to the County departments and management we serve. We are supportive and collaborative, working together to successfully research, analyze, and address many difficult and complex employee and labor relations matters. As an ELR Analyst, you will be assigned and work with specific departments to address their employee relations needs by advising and collaborating with County managers regarding rules, regulations, and best practices. You will also: Represent the County and department clients as the chief negotiator in mid-contract meet and confers related to employee safety, policy changes, transferring of bargaining unit work, and work rules Perform in-depth research, gather information from a variety of sources, analyze findings, and provide recommendations for information requests, grievances, mediation, arbitration, and contract negotiations Support management with contract interpretation, conducting discipline and performance management, and processing grievances Identify whether department issues can have widespread consequences across the organization and consult with the Principal ELR Analyst to determine the appropriate recommendation(s) Liaison with unions on employee relations issues and facilitate labor/management committees and other interest-based processes What You Bring While the minimum education and experience requirements vary at the ELR Analyst II and III levels, at either level, our ideal candidate will demonstrate that they can quickly assess problems with a solution-oriented, customer-focused approach, are skilled in negotiations and mediation, and have a unique ability to identify solutions when there seems to be none. They are very proficient in current regulations and employee and labor relation best practices and are highly knowledgeable of the principles and practices of public sector labor relations including the Meyers-Milias-Brown Act (MMBA) and Public Employment Relations Board (PERB) rulings. The ideal candidate is also empathetic, tactful, detail-oriented, and: Has excellent communication skills, and can effectively interact with diverse groups of people including staff, department heads, County officials, and union representatives Possesses strong analytical skills, expert judgment, and well-developed critical thinking skills with the ability to see the bigger picture. Is skilled in researching, tracking, analyzing, and interpreting data Has superb organizational skills, including the ability to follow complex policies and procedures while meeting multiple competing deadlines Possesses high-functioning customer service skills and the ability to effectively handle inquiries, coordinate services for various internal and external stakeholders, and maintain collaborative working relationships Has a calm demeanor and does not get flustered in tense situations Diverse lived experiences are valued and possession of a Senior Professional Human Resources (SHPR) certification and/or Certified Legal Risk Manager (CLRM) is welcomed. Additionally, a sense of humor is a must! This is a serious position and while the employee and labor relations topics we work with are confidential and support integral services, we find opportunities and reasons to enjoy our time together. While the position’s hours are typically Monday through Friday, from 8:00 am to 5:00 pm and work is performed in an office environment, depending upon operational needs, ELR Analysts must be willing to work extra hours intermittently to complete specific tasks. Bring Your Commitment to Public Service to the County of Sonoma The County of Sonoma is the place to live, grow, and build your career legacy. When you join the County of Sonoma, you'll have the freedom to explore the beauty of our county - its picturesque coastline, majestic redwoods, historic towns, fine dining, award-winning wineries, and a wide variety of entertainment and cultural activities. For additional information about the beauty of our community and the valuable services and support that the County provides our communities, please visit sonomacounty.ca.gov and sonomacountyconnections.org . We are currently recruiting to fill an ELR Analyst position at either the II and/or III levels. This ELR Analyst III employment list may also be used to fill future full-time, part-time, or extra-help (temporary) positions as they occur during the active status of the list. Qualified County employees who wish to be considered for future positions should consider applying to this recruitment. The Civil Service title of this position is Human Resources Analyst III. *Salary is negotiable within the established range. Benefits described herein do not represent a contract and may be changed without notice. Additional information can be found in the Salary Resolution (SalRes) and our Employee Benefits Directory . APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Experience: Training and/or experience which would provide the opportunity to acquire the knowledge and abilities listed. Normally, at least two years of professional personnel experience, including at least one year at the level of Human Resources Analyst II would provide such opportunity. Education: Academic course work which would provide the opportunity to acquire the knowledge and abilities listed. Normally, substantial course work in public administration, business administration, human resources, political science, psychology or closely related courses would provide such opportunity. License: Possession of a valid driver's license at the appropriate level including necessary special endorsements, as required by the State of California to perform the essential job functions of the position is required for most assignments. Knowledge, Skills, and Abilities Considerable working knowledge of: public human resources administration in one of the following areas of activity; test development and analysis, classification, equal employment opportunity reporting and complaint investigation, ADA guidelines, negotiations and contract administration, supervisory and management training, grievances and discipline; county regulations, ordinances, and procedures relating to public human resources management; PC-based software programs and use of the Internet. Good working knowledge of: written and oral communications, including language mechanics, syntax and English composition. Working knowledge of: Merit System principles and practices relating to employee selection and advancement, classification and compensation, equal employment opportunity, and/or employee management relations; the fundamentals of data research compilation and report writing; test development methodology sufficient to develop and analyze selection devices; interview techniques sufficient to obtain information related to employment, complaint investigation, and compensation matters. Ability to: understand, interpret and apply appropriate provisions of applicable laws, ordinances, regulations, memoranda of understanding and operating procedures; analyze complex classifications, task analysis and job restructuring, and compensation; technically examine problems and to make logical recommendations for their solution; synthesize information sufficient to produce complete, relevant, accurate and logical results; apply analytical skills (i.e., discover, clarify and explain interrelationships of parts; examine and evaluate data with reference to criteria, standards and requirements) sufficient to arrive at and explain logical conclusions; apply problem solving skills (i.e. define issues, identify alternative solutions and related consequences, and make a logical decision) sufficient to reach appropriate solutions, take action, document, and complete work in a timely manner; establish credibility and maintain cooperative work relationships with county management personnel, employees, employee organizations and the public in carrying out human resources activities; manage a variety of simultaneous work projects or a recruitment and examination caseload sufficient to meet established timetables and commitments; set aside personal values related to differences in sex, cultural and ethnic groups in order to impartially conduct recruitment and examinations, training, complaint investigations, grievances, classification studies, and act as a spokesperson in negotiations; perform data collection, interpretation and evaluation pertaining to human resources and employee relations; communicate effectively orally and in writing, and present rational conclusions before advisory and policy making bodies; provide direction to and obtain cooperation of subordinate personnel and technical personnel staff. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Job with the County of Sonoma to review more detailed information about the hiring process, including the application process, examination steps, and department selection process. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questions will be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for a thorough assessment of your qualifications. Responses that state, "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as the number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer is contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted online at www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma values diversity and is dedicated to creating a workplace environment that provides individuals with a sense of belonging. We are committed to having a diverse workforce that is representative of the communities we serve. The County is proud to be an Equal Opportunity Employer where all aspects of employment are based on merit, competence, performance, and business need. HR Analyst: CG HR Technician: RR IMPORTANT NOTE: Benefits described herein do not apply to Extra Help positions. COUNTY OF SONOMA BENEFITS: MANAGEMENT* These are some of the excellent benefits the County offers: Paid Time Off : Competitive vacation accrual and sick leave accruals; additional management leave annually; 12 paid holidays, and an additional 8 floating holiday hours per year; and may be eligible for up to 8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment. Health Plan : Choice of five health plans (a PPO, EPO, HMO, and two deductible HMOs) with a County paid premium contribution. Retirement : Fully integrated with Social Security.For more information regarding eligibility, retirement contributions, and reciprocity with prior public service, please visit https://scretire.org/active-/-deferred/when-you-are-hired . IRS 457 Plan : Pre-tax employee contribution up to the IRS annual maximum. Retiree Medical : County contribution to a Health Reimbursement Arrangement to help fund post-retirement employee health insurance/benefits. Plus excellent dental, vision, disability, life insurance, professional development, and more. For answers to specific questions regarding the employment process and more details about benefits or retirement, please contact Human Resources at (707) 565-2331.Additional details about benefit and compensation packages can be found in the MOUs located at https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources/divisions-and-units/employee-relations/labor-agreements-and-salary-resolution . For specific information about health and welfare benefits including plan options, coverage, and premium amounts go to https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources or, contact the Human Resources' Risk Management-Benefits Office at benefits@sonoma-county.org or (707) 565-2900. *IMPORTANT NOTES: Benefits described herein do not represent a contract and may be changed without notice. Closing Date/Time: 4/17/2024 2:30 PM Pacific
Mar 28, 2024
Full Time
Position Information Expand your employee and labor relations career with the County of Sonoma Human Resources Department! Starting salary up to $61.52/hour ($128,399/year) and a competitive total compensation package!* If you’re motivated by building strategic business partnerships, intellectual challenges, negotiation and conflict resolution, working in a fast-paced environment that changes daily, and being part of a supportive team, come join us! We are currently recruiting at the II and III levels for this position, please apply to this and the separate, concurrent recruitment being conducted for Employee and Labor Relations Analyst II if you are interested in being considered at both levels of this opportunity. What We Offer Working at the County of Sonoma offers expansive opportunities for growth and development, the ability to be a part of a challenging and rewarding work environment, and the satisfaction of knowing you're working to better our communities. You can also look forward to flexible work arrangements and excellent benefits* including: Hybrid Telework - A schedule that meets the needs of our staff, department operations, and the communities we serve may be available depending on the assignment Salary Advancement - A salary increase after 1,040 hours (6 months when working full-time) for good work performance; eligibility for a salary increase for good performance every year thereafter, until reaching the top of the salary range Paid Time Off - Competitive vacation and sick leave accruals, 12 paid holidays, and an additional 8 floating holiday hours per year County Paid Health Premium Contributions - 100% premium contribution for the majority of employee-only and employee + family health plan options Staff Development/Wellness Pay - Annual benefit allowances of up to $2,000 and ongoing education/training opportunities Post-Retirement Health Reimbursement Arrangement - County contributions to help fund post-retirement employee health insurance/benefits Retirement - A pension fully integrated with Social Security Paid Parental Leave - May be eligible for up to 8 weeks (320 hours) after 12 months of County employment Bilingual Premium Pay* - An additional $1.50/hour on top of the hourly pay rate for fluent bilingual positions Student Loan Debt Relief - County employees may be eligible for Public Service Loan Forgiveness through the U.S. Department of Education Join Our Team The Human Resources Department (County HR) is a team of 60+ employees who provide human resources and risk management services to the County's 28 departments. These diverse services include benefits, classification plan management, recruitment and examination, countywide training, employee and labor relations, equal employment opportunity, HR information systems, safety, and risk management. Under the leadership of the Director, our mission is to be a trusted strategic partner, providing County departments with HR services that work to effectively recruit, develop, and retain an outstanding workforce committed to providing quality public service. We value customer service, collaboration, professionalism, consistency, proactive planning, flexibility, and innovative problem-solving. County HR is committed to creating a diverse, equitable, and inclusive workplace, where individuals from all backgrounds are welcomed, supported, and empowered to reach their full potential. Our Employee and Labor Relations (ELR) division is a team of 6 highly motivated and solution-driven professionals who strive to provide excellent customer service to the County departments and management we serve. We are supportive and collaborative, working together to successfully research, analyze, and address many difficult and complex employee and labor relations matters. As an ELR Analyst, you will be assigned and work with specific departments to address their employee relations needs by advising and collaborating with County managers regarding rules, regulations, and best practices. You will also: Represent the County and department clients as the chief negotiator in mid-contract meet and confers related to employee safety, policy changes, transferring of bargaining unit work, and work rules Perform in-depth research, gather information from a variety of sources, analyze findings, and provide recommendations for information requests, grievances, mediation, arbitration, and contract negotiations Support management with contract interpretation, conducting discipline and performance management, and processing grievances Identify whether department issues can have widespread consequences across the organization and consult with the Principal ELR Analyst to determine the appropriate recommendation(s) Liaison with unions on employee relations issues and facilitate labor/management committees and other interest-based processes What You Bring While the minimum education and experience requirements vary at the ELR Analyst II and III levels, at either level, our ideal candidate will demonstrate that they can quickly assess problems with a solution-oriented, customer-focused approach, are skilled in negotiations and mediation, and have a unique ability to identify solutions when there seems to be none. They are very proficient in current regulations and employee and labor relation best practices and are highly knowledgeable of the principles and practices of public sector labor relations including the Meyers-Milias-Brown Act (MMBA) and Public Employment Relations Board (PERB) rulings. The ideal candidate is also empathetic, tactful, detail-oriented, and: Has excellent communication skills, and can effectively interact with diverse groups of people including staff, department heads, County officials, and union representatives Possesses strong analytical skills, expert judgment, and well-developed critical thinking skills with the ability to see the bigger picture. Is skilled in researching, tracking, analyzing, and interpreting data Has superb organizational skills, including the ability to follow complex policies and procedures while meeting multiple competing deadlines Possesses high-functioning customer service skills and the ability to effectively handle inquiries, coordinate services for various internal and external stakeholders, and maintain collaborative working relationships Has a calm demeanor and does not get flustered in tense situations Diverse lived experiences are valued and possession of a Senior Professional Human Resources (SHPR) certification and/or Certified Legal Risk Manager (CLRM) is welcomed. Additionally, a sense of humor is a must! This is a serious position and while the employee and labor relations topics we work with are confidential and support integral services, we find opportunities and reasons to enjoy our time together. While the position’s hours are typically Monday through Friday, from 8:00 am to 5:00 pm and work is performed in an office environment, depending upon operational needs, ELR Analysts must be willing to work extra hours intermittently to complete specific tasks. Bring Your Commitment to Public Service to the County of Sonoma The County of Sonoma is the place to live, grow, and build your career legacy. When you join the County of Sonoma, you'll have the freedom to explore the beauty of our county - its picturesque coastline, majestic redwoods, historic towns, fine dining, award-winning wineries, and a wide variety of entertainment and cultural activities. For additional information about the beauty of our community and the valuable services and support that the County provides our communities, please visit sonomacounty.ca.gov and sonomacountyconnections.org . We are currently recruiting to fill an ELR Analyst position at either the II and/or III levels. This ELR Analyst III employment list may also be used to fill future full-time, part-time, or extra-help (temporary) positions as they occur during the active status of the list. Qualified County employees who wish to be considered for future positions should consider applying to this recruitment. The Civil Service title of this position is Human Resources Analyst III. *Salary is negotiable within the established range. Benefits described herein do not represent a contract and may be changed without notice. Additional information can be found in the Salary Resolution (SalRes) and our Employee Benefits Directory . APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Experience: Training and/or experience which would provide the opportunity to acquire the knowledge and abilities listed. Normally, at least two years of professional personnel experience, including at least one year at the level of Human Resources Analyst II would provide such opportunity. Education: Academic course work which would provide the opportunity to acquire the knowledge and abilities listed. Normally, substantial course work in public administration, business administration, human resources, political science, psychology or closely related courses would provide such opportunity. License: Possession of a valid driver's license at the appropriate level including necessary special endorsements, as required by the State of California to perform the essential job functions of the position is required for most assignments. Knowledge, Skills, and Abilities Considerable working knowledge of: public human resources administration in one of the following areas of activity; test development and analysis, classification, equal employment opportunity reporting and complaint investigation, ADA guidelines, negotiations and contract administration, supervisory and management training, grievances and discipline; county regulations, ordinances, and procedures relating to public human resources management; PC-based software programs and use of the Internet. Good working knowledge of: written and oral communications, including language mechanics, syntax and English composition. Working knowledge of: Merit System principles and practices relating to employee selection and advancement, classification and compensation, equal employment opportunity, and/or employee management relations; the fundamentals of data research compilation and report writing; test development methodology sufficient to develop and analyze selection devices; interview techniques sufficient to obtain information related to employment, complaint investigation, and compensation matters. Ability to: understand, interpret and apply appropriate provisions of applicable laws, ordinances, regulations, memoranda of understanding and operating procedures; analyze complex classifications, task analysis and job restructuring, and compensation; technically examine problems and to make logical recommendations for their solution; synthesize information sufficient to produce complete, relevant, accurate and logical results; apply analytical skills (i.e., discover, clarify and explain interrelationships of parts; examine and evaluate data with reference to criteria, standards and requirements) sufficient to arrive at and explain logical conclusions; apply problem solving skills (i.e. define issues, identify alternative solutions and related consequences, and make a logical decision) sufficient to reach appropriate solutions, take action, document, and complete work in a timely manner; establish credibility and maintain cooperative work relationships with county management personnel, employees, employee organizations and the public in carrying out human resources activities; manage a variety of simultaneous work projects or a recruitment and examination caseload sufficient to meet established timetables and commitments; set aside personal values related to differences in sex, cultural and ethnic groups in order to impartially conduct recruitment and examinations, training, complaint investigations, grievances, classification studies, and act as a spokesperson in negotiations; perform data collection, interpretation and evaluation pertaining to human resources and employee relations; communicate effectively orally and in writing, and present rational conclusions before advisory and policy making bodies; provide direction to and obtain cooperation of subordinate personnel and technical personnel staff. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Job with the County of Sonoma to review more detailed information about the hiring process, including the application process, examination steps, and department selection process. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questions will be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for a thorough assessment of your qualifications. Responses that state, "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as the number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer is contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted online at www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma values diversity and is dedicated to creating a workplace environment that provides individuals with a sense of belonging. We are committed to having a diverse workforce that is representative of the communities we serve. The County is proud to be an Equal Opportunity Employer where all aspects of employment are based on merit, competence, performance, and business need. HR Analyst: CG HR Technician: RR IMPORTANT NOTE: Benefits described herein do not apply to Extra Help positions. COUNTY OF SONOMA BENEFITS: MANAGEMENT* These are some of the excellent benefits the County offers: Paid Time Off : Competitive vacation accrual and sick leave accruals; additional management leave annually; 12 paid holidays, and an additional 8 floating holiday hours per year; and may be eligible for up to 8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment. Health Plan : Choice of five health plans (a PPO, EPO, HMO, and two deductible HMOs) with a County paid premium contribution. Retirement : Fully integrated with Social Security.For more information regarding eligibility, retirement contributions, and reciprocity with prior public service, please visit https://scretire.org/active-/-deferred/when-you-are-hired . IRS 457 Plan : Pre-tax employee contribution up to the IRS annual maximum. Retiree Medical : County contribution to a Health Reimbursement Arrangement to help fund post-retirement employee health insurance/benefits. Plus excellent dental, vision, disability, life insurance, professional development, and more. For answers to specific questions regarding the employment process and more details about benefits or retirement, please contact Human Resources at (707) 565-2331.Additional details about benefit and compensation packages can be found in the MOUs located at https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources/divisions-and-units/employee-relations/labor-agreements-and-salary-resolution . For specific information about health and welfare benefits including plan options, coverage, and premium amounts go to https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources or, contact the Human Resources' Risk Management-Benefits Office at benefits@sonoma-county.org or (707) 565-2900. *IMPORTANT NOTES: Benefits described herein do not represent a contract and may be changed without notice. Closing Date/Time: 4/17/2024 2:30 PM Pacific
Sonoma County, CA
Santa Rosa, California, United States
Position Information Expand your employee and labor relations career with the County of Sonoma Human Resources Department. Starting salary up to $55.86/hour ($116,586/year) and a competitive total compensation package!* If you’re motivated by building strategic business partnerships, intellectual challenges, negotiation and conflict resolution, working in a fast-paced environment that changes daily, and being part of a supportive team, come join us! We are currently recruiting at the II and III levels for this position, please apply to this and the separate, concurrent recruitment being conducted for Employee and Labor Relations Analyst III i f you are interested in being considered at both levels of this opportunity. What We Offer Working at the County of Sonoma offers expansive opportunities for growth and development, the ability to be a part of a challenging and rewarding work environment, and the satisfaction of knowing you're working to better our communities. You can also look forward to flexible work arrangements and excellent benefits* including: Hybrid Telework - A schedule that meets the needs of our staff, department operations, and the communities we serve may be available depending on the assignment Salary Advancement - A salary increase after 1,040 hours (6 months when working full-time) for good work performance; eligibility for a salary increase for good performance every year thereafter, until reaching the top of the salary range Paid Time Off - Competitive vacation and sick leave accruals, 12 paid holidays, and an additional 8 floating holiday hours per year County Paid Health Premium Contributions - 100% premium contribution for the majority of employee-only and employee + family health plan options Staff Development/Wellness Pay - Annual benefit allowances of up to $2,000 and ongoing education/training opportunities Post-Retirement Health Reimbursement Arrangement - County contributions to help fund post-retirement employee health insurance/benefits Retirement - A pension fully integrated with Social Security Paid Parental Leave - May be eligible for up to 8 weeks (320 hours) after 12 months of County employment Bilingual Premium Pay* - An additional $1.50/hour on top of the hourly pay rate for fluent bilingual positions Student Loan Debt Relief - County employees may be eligible for Public Service Loan Forgiveness through the U.S. Department of Education Join Our Team The Human Resources Department (County HR) is a team of 60+ employees who provide human resources and risk management services to the County's 28 departments. These diverse services include benefits, classification plan management, recruitment and examination, countywide training, employee and labor relations, equal employment opportunity, HR information systems, safety, and risk management. Under the leadership of the Director, our mission is to be a trusted strategic partner, providing County departments with HR services that work to effectively recruit, develop, and retain an outstanding workforce committed to providing quality public service. We value customer service, collaboration, professionalism, consistency, proactive planning, flexibility, and innovative problem-solving. County HR is committed to creating a diverse, equitable, and inclusive workplace, where individuals from all backgrounds are welcomed, supported, and empowered to reach their full potential. Our Employee and Labor Relations (ELR) division is a team of 6 highly motivated and solution-driven professionals who strive to provide excellent customer service to the County departments and management we serve. We are supportive and collaborative, working together to successfully research, analyze, and address many difficult and complex employee and labor relations matters. As an ELR Analyst, you will be assigned and work with specific departments to address their employee relations needs by advising and collaborating with County managers regarding rules, regulations, and best practices. You will also: Represent the County and department clients as the chief negotiator in mid-contract meet and confers related to employee safety, policy changes, transferring of bargaining unit work, and work rules Perform in-depth research, gather information from a variety of sources, analyze findings, and provide recommendations for information requests, grievances, mediation, arbitration, and contract negotiations Support management with contract interpretation, conducting discipline and performance management, and processing grievances Identify whether department issues can have widespread consequences across the organization and consult with the Principal ELR Analyst to determine the appropriate recommendation(s) Liaison with unions on employee relations issues and facilitate labor/management committees and other interest-based processes What You Bring While the minimum education and experience requirements vary at the ELR Analyst II and III levels, at either level, our ideal candidate will demonstrate that they can quickly assess problems with a solution-oriented, customer-focused approach, are skilled in negotiations and mediation, and have a unique ability to identify solutions when there seems to be none. They are proficient in current regulations and employee and labor relation best practices and are highly knowledgeable of the principles and practices of public sector labor relations including the Meyers-Milias-Brown Act (MMBA) and Public Employment Relations Board (PERB) rulings. The ideal candidate is also empathetic, tactful, detail-oriented, and: Has excellent communication skills, and can effectively interact with diverse groups of people including staff, department heads, County officials, and union representatives Possesses strong analytical skills, expert judgment, and well-developed critical thinking skills with the ability to see the bigger picture. Is skilled in researching, tracking, analyzing, and interpreting data Has superb organizational skills, including the ability to follow complex policies and procedures while meeting multiple competing deadlines Possesses high-functioning customer service skills and the ability to effectively handle inquiries, coordinate services for various internal and external stakeholders, and maintain collaborative working relationships Has a calm demeanor and does not get flustered in tense situations Diverse lived experiences are valued and p ossession of a Senior Professional Human Resources (SHPR) certification and/or Certified Legal Risk Manager (CLRM) is welcomed. Additionally, a sense of humor is a must! This is a serious position and while the employee and labor relations topics we work with are confidential and support integral services, we find opportunities and reasons to enjoy our time together. While the position’s hours are typically Monday through Friday, from 8:00 am to 5:00 pm and work is performed in an office environment, depending upon operational needs, ELR Analysts must be willing to work extra hours intermittently to complete specific tasks. Bring Your Commitment to Public Service to the County of Sonoma The County of Sonoma is the place to live, grow, and build your career legacy. When you join the County of Sonoma, you'll have the freedom to explore the beauty of our county - its picturesque coastline, majestic redwoods, historic towns, fine dining, award-winning wineries, and a wide variety of entertainment and cultural activities. For additional information about the beauty of our community and the valuable services and support that the County provides our communities, please visit sonomacounty.ca.gov and sonomacountyconnections.org . We are currently recruiting to fill an ELR Analyst position at either the II and/or III levels. This ELR Analyst II employment list may also be used to fill future full-time, part-time, or extra-help (temporary) positions as they occur during the active status of the list. Qualified County employees who wish to be considered for future positions should consider applying to this recruitment. The Civil Service title of this position is Human Resources Analyst II. *Salary is negotiable within the established range. Benefits described herein do not represent a contract and may be changed without notice. Additional information can be found in the Salary Resolution (SalRes) and our Employee Benefits Directory . APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Experience: Training and/or experience which would provide the opportunity to acquire the knowledge and abilities listed. Normally, at least one year of professional experience as a Human Resources Analyst I would provide such opportunity. Education: Academic course work which would provide the opportunity to acquire the knowledge and abilities listed. Normally, substantial course work in public administration, business administration, human resources, political science, psychology or closely related courses would provide such opportunity. License: Possession of a valid driver's license at the appropriate level including necessary special endorsements, as required by the State of California to perform the essential job functions of the position is required for most assignments. Knowledge, Skills, and Abilities Working knowledge of: selection and Merit System principles and practices to include employee selection and advancement, classification and compensation, equal employment opportunity and employee/management relations; data research, compilation, and report writing; department rules, policies, procedures and work practices related to job analysis, examination development and management, or other assigned areas of activities; written and oral communications, including language mechanics, syntax and English composition; interview techniques sufficient to efficiently obtain and evaluate information related to employment and compensation matters; computer applications related to work including basic methods of graphic presentations. Ability to: plan and organize research and statistical work related to various aspects of human resources administration such as job analysis, recruitment and examinations, volunteer programs, compensation and negotiations; synthesize information sufficient to produce complete, relevant, accurate, and logical results; apply analytical skills (i.e., discover, clarify and explain interrelationships of parts; examine and evaluate data with reference to criteria, standards and requirements) sufficient to arrive at and explain logical conclusions; apply problem solving skills (i.e., define issues, identify alternative solutions and related consequences, and make a logical decision) sufficient to reach appropriate solutions, take action, document, and complete work in a timely manner; manage a variety of simultaneous work projects or a recruitment and examination caseload sufficient to meet established timetables and commitments; set aside personal values related to differences in sex, cultural and ethnic groups in order to impartially conduct recruitment and examinations, complaint investigations, grievances, classification studies, and participate in negotiations; establish credibility and maintain cooperative working relationships with County management personnel, County employees, and the public in carrying out human resources administrative practices; perform data collection, interpretation and evaluation pertaining to human resources management; communicate ideas and information in a clear, organized, accurate and timely manner; make effective oral presentations before public bodies, community agencies, and other public groups. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Job with the County of Sonoma to review more detailed information about the hiring process, including the application process, examination steps, and department selection process. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questions will be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for a thorough assessment of your qualifications. Responses that state, "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as the number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer is contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted online at www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma values diversity and is dedicated to creating a workplace environment that provides individuals with a sense of belonging. We are committed to having a diverse workforce that is representative of the communities we serve. The County is proud to be an Equal Opportunity Employer where all aspects of employment are based on merit, competence, performance, and business need. HR Analyst: CG HR Technician: RR IMPORTANT NOTE: Benefits described herein do not apply to Extra Help positions. COUNTY OF SONOMA BENEFITS: MANAGEMENT* These are some of the excellent benefits the County offers: Paid Time Off : Competitive vacation accrual and sick leave accruals; additional management leave annually; 12 paid holidays, and an additional 8 floating holiday hours per year; and may be eligible for up to 8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment. Health Plan : Choice of five health plans (a PPO, EPO, HMO, and two deductible HMOs) with a County paid premium contribution. Retirement : Fully integrated with Social Security.For more information regarding eligibility, retirement contributions, and reciprocity with prior public service, please visit https://scretire.org/active-/-deferred/when-you-are-hired . IRS 457 Plan : Pre-tax employee contribution up to the IRS annual maximum. Retiree Medical : County contribution to a Health Reimbursement Arrangement to help fund post-retirement employee health insurance/benefits. Plus excellent dental, vision, disability, life insurance, professional development, and more. For answers to specific questions regarding the employment process and more details about benefits or retirement, please contact Human Resources at (707) 565-2331.Additional details about benefit and compensation packages can be found in the MOUs located at https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources/divisions-and-units/employee-relations/labor-agreements-and-salary-resolution . For specific information about health and welfare benefits including plan options, coverage, and premium amounts go to https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources or, contact the Human Resources' Risk Management-Benefits Office at benefits@sonoma-county.org or (707) 565-2900. *IMPORTANT NOTES: Benefits described herein do not represent a contract and may be changed without notice. Closing Date/Time: 4/17/2024 2:30 PM Pacific
Mar 28, 2024
Full Time
Position Information Expand your employee and labor relations career with the County of Sonoma Human Resources Department. Starting salary up to $55.86/hour ($116,586/year) and a competitive total compensation package!* If you’re motivated by building strategic business partnerships, intellectual challenges, negotiation and conflict resolution, working in a fast-paced environment that changes daily, and being part of a supportive team, come join us! We are currently recruiting at the II and III levels for this position, please apply to this and the separate, concurrent recruitment being conducted for Employee and Labor Relations Analyst III i f you are interested in being considered at both levels of this opportunity. What We Offer Working at the County of Sonoma offers expansive opportunities for growth and development, the ability to be a part of a challenging and rewarding work environment, and the satisfaction of knowing you're working to better our communities. You can also look forward to flexible work arrangements and excellent benefits* including: Hybrid Telework - A schedule that meets the needs of our staff, department operations, and the communities we serve may be available depending on the assignment Salary Advancement - A salary increase after 1,040 hours (6 months when working full-time) for good work performance; eligibility for a salary increase for good performance every year thereafter, until reaching the top of the salary range Paid Time Off - Competitive vacation and sick leave accruals, 12 paid holidays, and an additional 8 floating holiday hours per year County Paid Health Premium Contributions - 100% premium contribution for the majority of employee-only and employee + family health plan options Staff Development/Wellness Pay - Annual benefit allowances of up to $2,000 and ongoing education/training opportunities Post-Retirement Health Reimbursement Arrangement - County contributions to help fund post-retirement employee health insurance/benefits Retirement - A pension fully integrated with Social Security Paid Parental Leave - May be eligible for up to 8 weeks (320 hours) after 12 months of County employment Bilingual Premium Pay* - An additional $1.50/hour on top of the hourly pay rate for fluent bilingual positions Student Loan Debt Relief - County employees may be eligible for Public Service Loan Forgiveness through the U.S. Department of Education Join Our Team The Human Resources Department (County HR) is a team of 60+ employees who provide human resources and risk management services to the County's 28 departments. These diverse services include benefits, classification plan management, recruitment and examination, countywide training, employee and labor relations, equal employment opportunity, HR information systems, safety, and risk management. Under the leadership of the Director, our mission is to be a trusted strategic partner, providing County departments with HR services that work to effectively recruit, develop, and retain an outstanding workforce committed to providing quality public service. We value customer service, collaboration, professionalism, consistency, proactive planning, flexibility, and innovative problem-solving. County HR is committed to creating a diverse, equitable, and inclusive workplace, where individuals from all backgrounds are welcomed, supported, and empowered to reach their full potential. Our Employee and Labor Relations (ELR) division is a team of 6 highly motivated and solution-driven professionals who strive to provide excellent customer service to the County departments and management we serve. We are supportive and collaborative, working together to successfully research, analyze, and address many difficult and complex employee and labor relations matters. As an ELR Analyst, you will be assigned and work with specific departments to address their employee relations needs by advising and collaborating with County managers regarding rules, regulations, and best practices. You will also: Represent the County and department clients as the chief negotiator in mid-contract meet and confers related to employee safety, policy changes, transferring of bargaining unit work, and work rules Perform in-depth research, gather information from a variety of sources, analyze findings, and provide recommendations for information requests, grievances, mediation, arbitration, and contract negotiations Support management with contract interpretation, conducting discipline and performance management, and processing grievances Identify whether department issues can have widespread consequences across the organization and consult with the Principal ELR Analyst to determine the appropriate recommendation(s) Liaison with unions on employee relations issues and facilitate labor/management committees and other interest-based processes What You Bring While the minimum education and experience requirements vary at the ELR Analyst II and III levels, at either level, our ideal candidate will demonstrate that they can quickly assess problems with a solution-oriented, customer-focused approach, are skilled in negotiations and mediation, and have a unique ability to identify solutions when there seems to be none. They are proficient in current regulations and employee and labor relation best practices and are highly knowledgeable of the principles and practices of public sector labor relations including the Meyers-Milias-Brown Act (MMBA) and Public Employment Relations Board (PERB) rulings. The ideal candidate is also empathetic, tactful, detail-oriented, and: Has excellent communication skills, and can effectively interact with diverse groups of people including staff, department heads, County officials, and union representatives Possesses strong analytical skills, expert judgment, and well-developed critical thinking skills with the ability to see the bigger picture. Is skilled in researching, tracking, analyzing, and interpreting data Has superb organizational skills, including the ability to follow complex policies and procedures while meeting multiple competing deadlines Possesses high-functioning customer service skills and the ability to effectively handle inquiries, coordinate services for various internal and external stakeholders, and maintain collaborative working relationships Has a calm demeanor and does not get flustered in tense situations Diverse lived experiences are valued and p ossession of a Senior Professional Human Resources (SHPR) certification and/or Certified Legal Risk Manager (CLRM) is welcomed. Additionally, a sense of humor is a must! This is a serious position and while the employee and labor relations topics we work with are confidential and support integral services, we find opportunities and reasons to enjoy our time together. While the position’s hours are typically Monday through Friday, from 8:00 am to 5:00 pm and work is performed in an office environment, depending upon operational needs, ELR Analysts must be willing to work extra hours intermittently to complete specific tasks. Bring Your Commitment to Public Service to the County of Sonoma The County of Sonoma is the place to live, grow, and build your career legacy. When you join the County of Sonoma, you'll have the freedom to explore the beauty of our county - its picturesque coastline, majestic redwoods, historic towns, fine dining, award-winning wineries, and a wide variety of entertainment and cultural activities. For additional information about the beauty of our community and the valuable services and support that the County provides our communities, please visit sonomacounty.ca.gov and sonomacountyconnections.org . We are currently recruiting to fill an ELR Analyst position at either the II and/or III levels. This ELR Analyst II employment list may also be used to fill future full-time, part-time, or extra-help (temporary) positions as they occur during the active status of the list. Qualified County employees who wish to be considered for future positions should consider applying to this recruitment. The Civil Service title of this position is Human Resources Analyst II. *Salary is negotiable within the established range. Benefits described herein do not represent a contract and may be changed without notice. Additional information can be found in the Salary Resolution (SalRes) and our Employee Benefits Directory . APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Experience: Training and/or experience which would provide the opportunity to acquire the knowledge and abilities listed. Normally, at least one year of professional experience as a Human Resources Analyst I would provide such opportunity. Education: Academic course work which would provide the opportunity to acquire the knowledge and abilities listed. Normally, substantial course work in public administration, business administration, human resources, political science, psychology or closely related courses would provide such opportunity. License: Possession of a valid driver's license at the appropriate level including necessary special endorsements, as required by the State of California to perform the essential job functions of the position is required for most assignments. Knowledge, Skills, and Abilities Working knowledge of: selection and Merit System principles and practices to include employee selection and advancement, classification and compensation, equal employment opportunity and employee/management relations; data research, compilation, and report writing; department rules, policies, procedures and work practices related to job analysis, examination development and management, or other assigned areas of activities; written and oral communications, including language mechanics, syntax and English composition; interview techniques sufficient to efficiently obtain and evaluate information related to employment and compensation matters; computer applications related to work including basic methods of graphic presentations. Ability to: plan and organize research and statistical work related to various aspects of human resources administration such as job analysis, recruitment and examinations, volunteer programs, compensation and negotiations; synthesize information sufficient to produce complete, relevant, accurate, and logical results; apply analytical skills (i.e., discover, clarify and explain interrelationships of parts; examine and evaluate data with reference to criteria, standards and requirements) sufficient to arrive at and explain logical conclusions; apply problem solving skills (i.e., define issues, identify alternative solutions and related consequences, and make a logical decision) sufficient to reach appropriate solutions, take action, document, and complete work in a timely manner; manage a variety of simultaneous work projects or a recruitment and examination caseload sufficient to meet established timetables and commitments; set aside personal values related to differences in sex, cultural and ethnic groups in order to impartially conduct recruitment and examinations, complaint investigations, grievances, classification studies, and participate in negotiations; establish credibility and maintain cooperative working relationships with County management personnel, County employees, and the public in carrying out human resources administrative practices; perform data collection, interpretation and evaluation pertaining to human resources management; communicate ideas and information in a clear, organized, accurate and timely manner; make effective oral presentations before public bodies, community agencies, and other public groups. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Job with the County of Sonoma to review more detailed information about the hiring process, including the application process, examination steps, and department selection process. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questions will be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for a thorough assessment of your qualifications. Responses that state, "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as the number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer is contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted online at www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma values diversity and is dedicated to creating a workplace environment that provides individuals with a sense of belonging. We are committed to having a diverse workforce that is representative of the communities we serve. The County is proud to be an Equal Opportunity Employer where all aspects of employment are based on merit, competence, performance, and business need. HR Analyst: CG HR Technician: RR IMPORTANT NOTE: Benefits described herein do not apply to Extra Help positions. COUNTY OF SONOMA BENEFITS: MANAGEMENT* These are some of the excellent benefits the County offers: Paid Time Off : Competitive vacation accrual and sick leave accruals; additional management leave annually; 12 paid holidays, and an additional 8 floating holiday hours per year; and may be eligible for up to 8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment. Health Plan : Choice of five health plans (a PPO, EPO, HMO, and two deductible HMOs) with a County paid premium contribution. Retirement : Fully integrated with Social Security.For more information regarding eligibility, retirement contributions, and reciprocity with prior public service, please visit https://scretire.org/active-/-deferred/when-you-are-hired . IRS 457 Plan : Pre-tax employee contribution up to the IRS annual maximum. Retiree Medical : County contribution to a Health Reimbursement Arrangement to help fund post-retirement employee health insurance/benefits. Plus excellent dental, vision, disability, life insurance, professional development, and more. For answers to specific questions regarding the employment process and more details about benefits or retirement, please contact Human Resources at (707) 565-2331.Additional details about benefit and compensation packages can be found in the MOUs located at https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources/divisions-and-units/employee-relations/labor-agreements-and-salary-resolution . For specific information about health and welfare benefits including plan options, coverage, and premium amounts go to https://sonomacounty.ca.gov/administrative-support-and-fiscal-services/human-resources or, contact the Human Resources' Risk Management-Benefits Office at benefits@sonoma-county.org or (707) 565-2900. *IMPORTANT NOTES: Benefits described herein do not represent a contract and may be changed without notice. Closing Date/Time: 4/17/2024 2:30 PM Pacific
City of Fremont, CA
Fremont, California, United States
Description The City of Fremont's Human Resources Department is recruiting for Human Resources Analyst I/II (Payroll/HRIS). VIEW OUR RECRUITMENT BROCHURE THE DEPARTMENT The mission of the Human Resources Department is to support and develop our employees, so they can support the community. We achieve this through bringing stability to an ever-changing and evolving environment, while creating and maintaining equity. THE OPPORTUNITY The City of Fremont is looking for a skilled Analyst to support Payroll and HRIS functions . This position will extract and analyze payroll data; complete reconciliations and audits ; and act as a technical payroll and HRIS Analyst to identify, troubleshoot, and resolve HRIS system and reporting issues. The ideal candidate for this opportunity possesses the following: Public sector payroll experience. Certified Payroll Professional (CPP) designation and/or Fundamental Payroll Certification (FPC). Experience using robust Human Resources systems: PeopleSoft and CalPERS. Knowledge of the principles and practices of human resources, including human resources work experience in a public sector agency performing payroll and/or benefits administrative responsibilities. Knowledge of applicable state and federal payroll and related tax regulations, legislation and guidelines. Ability to balance assigned HRIS projects in partnership with the Information Technology Services Department. Ability to manage multiple tasks and meet deadlines in a high volume, fast-paced work environment. First Review of Applications The first review of applications is April 10 , 2024, at 12:00 p.m. (PST) . This recruitment may close without notice after this date so interested applicants are encouraged to apply immediately. A resume and supplemental questionnaire (part of the online application) must be submitted with the completed City application. To be considered for this outstanding employment opportunity, please complete an application online by clicking "Apply" just above this box. SELECTION PROCESS The process may include a panel interview, in-basket or written exercise, professional reference checks, fingerprint check for criminal history, and other related components. Only those candidates who have the best combination of qualifications in relation to the requirements and duties of the position will continue in the selection process. Meeting the minimum qualifications does not guarantee an invitation to participate in the process. If you are interested in employment in this job classification, you should apply to ensure you are considered for future opportunities that may utilize the candidates from this recruitment. Reasonable Accommodation Human Resources will make reasonable efforts in the examination process to accommodate persons with disabilities. Please advise Human Resources of any special needs a minimum of 5 days in advance of the selection process by calling (510) 494-4660 or emailing humanresources@fremont.gov . Contact Us For additional information, please contact Human Resources Department at: humanresources@fremont.gov The information contained herein is subject to change and does not constitute either an expressed or implied contract. ________________________________________________________________________________ Human Resources Analyst I/II Class Specification Human Resources Analyst is a flexibly staffed position. Level and salary range placement is dependent upon an incumbent’s experience and qualifications. Definition Under direction of a Human Resources Manager, performs a variety of research and detail-oriented project work and professional activities in support of human resources functions including classification and compensation plan administration, job analysis, recruitment and selection, labor relations program and related work as assigned. While this class may be flexibly staffed based on department needs, the Human Resources Analyst III class is reserved for the most significantly responsible assignments requiring complex analysis, independent judgment, and formulation of important recommendations. Class Characteristics Human Resources Analyst I: This is the entry-level class in the professional Human Resources Analyst series. Initially under close supervision, incumbents may perform the more routine classification and salary survey projects, some recruitment and selection activities, and have some exposure to routine labor relations assignments. The Human Resources Analyst I receives direct supervision from higher-level professional or management staff. Frequent contacts are made with members of the Human Resources Department management team, other Human Resources staff, mid-managers, employee organization representatives, other employees of the City of Fremont, and Human Resources staff. This class is distinguished from the Human Resources Analyst II in that incumbents in the latter class are expected to perform the full scope of journey level professional assignments under general, rather than direct, supervision. Human Resources Analyst II: This is the full journey-level class in the professional Human Resources Analyst series. Employees within this class are distinguished by the performance of the full range of duties as assigned, including conducting classification and salary studies, performing job analyses, administering Citywide classification plans and programs, developing compensation recommendations and designing and administering recruitment and selection activities. The Human Resources Analyst II may participate in labor relations functions such as note taking and research and analysis of proposals presented in bargaining unit negotiations. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully knowledgeable of the applicable human resources principles and practices. Essential Functions Payroll Performs analytical support to assist with the interpretation and application of human resources rules, policies, legislation and MOUs with the City’s nine bargaining groups. Extracts and analyzes payroll data from HRIS for payroll processing, data analytics and reporting purposes to ensure accuracy and compliance with policies, procedures and regulatory requirements. Completes payroll, benefit/retirement plan reconciliations, analysis and internal audits. Performs analytical support to assist with the interpretation and application of human resources rules, policies, legislation, and MOUs with the City's nine bargaining groups. Utilizes Human Resources systems and adheres to processes (payroll, leave of absence, workers’ compensation) while ensuring compliance with all federal/state laws and regulations. Ensures that benefits, leaves of absences and workers’ compensation processes are accurately administered within the HRIS system. Responds to internal and external payroll and policy related inquiries. Identifies opportunities for process improvements. Stays informed about changes in tax and HR laws that apply to the payroll process. Prepares and reconciles quarterly payroll tax filings as required by federal and state law. Reconciles and audits employees’ W-2 statements prior to distribution. Provides back-up support to other HR department team members, as needed. Completes special projects, as needed. Data Analysis/Reporting Generates ad-hoc and standard reports from the HRIS for payroll, HR and internal/external customers. Partners with City departments to produce required reports and documentation. Develops and maintains queries and reports to support payroll process and requests from users. HRIS System Enhancements and Upgrades Participates in the implementation of system enhancements, upgrades and integrations. Tests new features and functionalities in the HRIS related to payroll processing. Performs technical payroll and HRIS analytical support to identify, troubleshoot, resolve system and reporting issues. Minimum Qualifications Knowledge, Skills and Abilities Knowledge of: Principles and practices of public personnel administration; methods and techniques related to classification, compensation and benefits analysis; applicable state and federal employment laws and regulations; principles and techniques of recruitment and selection in the public sector. Journey level classes require knowledge of Meyers-Milias-Brown Act, California Public Employees’ Retirement System, Worker's Compensation law, Family and Medical Leave Act, and Fair Labor Standards Act. Skill in: Preparing clear, concise and complete analysis, proposals, reports and other written materials; maintaining accurate records and meeting critical deadlines; researching and analyzing complex problems, evaluating varied information and data, either in statistical or narrative form, and exercising sound judgment within established guidelines; establishing and maintaining effective working relationships, and working collaboratively with diverse individuals and groups contacted in the course of work. Ability to: Interpret the City's personnel programs and policies to employees and department managers; interpret and analyze information; coordinate a variety of tasks and assignments; elicit the cooperation of others; use a variety of computer software programs, including Microsoft Word, Excel, PowerPoint, and Visio; work in an office environment, which may require sitting for extended periods of time; maintain physical and mental condition appropriate to the performance of assigned duties. Incumbents must possess the physical and mental capacity to work under the conditions described in this document and to perform the duties required by their assigned position. Education/Experience Any combination of education and or experience that has provided the knowledge, skills and abilities necessary for satisfactory job performance would be qualifying. A typical way to obtain the required knowledge and skills would be: Human Resources Analyst I: Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; OR two (2) years of experience in the field of human resources. Experience in a public agency setting is desirable. Human Resources Analyst II: Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; and at least two (2) years of experience performing duties comparable to those of a Human Resources Analyst I. Experience related to the human resources function, which has provided the knowledge and skills outlined above, may be substituted for the college education on a year-for-year basis. Experience in a public agency setting is desirable. Licenses/Certificates/Special Requirements Must be willing to work such hours as are necessary to accomplish the job requirements; This classification requires the ability to travel independently within and outside of City limits. Possession of a valid California Class C driver’s license is required. Failure to maintain this license will result in discipline up to and including termination. Desirable Qualifications: Public sector payroll experience. Certified Payroll Professional (CPP) designation and/or Fundamental Payroll Certification (FPC). Experience using robust Human Resources systems: PeopleSoft and CalPERS. Knowledge of the principles and practices of human resources, including human resources work experience in a public sector agency performing payroll and/or benefits administrative responsibilities. Knowledge of applicable state and federal payroll and related tax regulations, legislation and guidelines. Ability to balance assigned HRIS projects in partnership with the Information Technology Services Department. Ability to manage multiple tasks and meet deadlines in a high volume, fast-paced work environment. Physical and Environmental Demands Rare = 66% Sitting: Constant Walking: Occasional Standing: Rare Bending (neck): Frequent Bending (waist): Rare Squatting: Rare Climbing: Never Kneeling: Never Crawling: Never Jumping: Never Balancing: Never Twisting (neck): Occasional Twisting (waist): Rare Grasp - light (dominant hand): Occasional Grasp - light (non-dominant): Rare Grasp - firm (dominant hand): Rare Grasp - firm (non-dominant): Rare Fine manipulation (dominant): Frequent Fine manipulation (non-dominant): Frequent Reach - at/below shoulder: Rare Reach - above shoulder level: Never Push/pull: Up to 10 lbs. Rare 11 to 25 lbs. Never 26 to 50 lbs. Never 51 to 75 lbs. Never 76 to 100 lbs. Never Over 100 lbs. Never Lifting: Up to 10 lbs. Occasional 11 to 25 lbs. Never 26 to 50 lbs. Never 51 to 75 lbs. Never 76 to 100 lbs. Never Over 100 lbs. Never Carrying: Up to 10 lbs. Rare 11 to 25 lbs. Never 26 to 50 lbs. Never 51 to 75 lbs. Never 76 to 100 lbs. Never Over 100 lbs. Never Coordination: Eye-hand: Required Eye-hand-foot: Not required Driving: Not required Vision: Acuity, near: Required Acuity, far: Not required Depth perception: Required Accommodation: Required Color vision: Not required Field of vision: Required Talking: Face-to-face contact: Required Verbal contact w/others: Required Public: Required Hearing: Normal conversation: Required Telephone communication: Required Earplugs required: Not required Work environment: Works indoors, using computer monitor, works around others, works alone, works with others. Class Code: Level II: 2025 FLSA: Exempt EEOC Code: 2 Barg. Unit: UME Probation: 12 months Rev.: 04/11 The City of Fremont offers a comprehensive benefit package including general and holiday leave as well as medical, dental, vision, life, and long/short-term disability insurance. To view a summary of the benefits the City offers, please visit: City of Fremont Benefits Summary
Mar 21, 2024
Full Time
Description The City of Fremont's Human Resources Department is recruiting for Human Resources Analyst I/II (Payroll/HRIS). VIEW OUR RECRUITMENT BROCHURE THE DEPARTMENT The mission of the Human Resources Department is to support and develop our employees, so they can support the community. We achieve this through bringing stability to an ever-changing and evolving environment, while creating and maintaining equity. THE OPPORTUNITY The City of Fremont is looking for a skilled Analyst to support Payroll and HRIS functions . This position will extract and analyze payroll data; complete reconciliations and audits ; and act as a technical payroll and HRIS Analyst to identify, troubleshoot, and resolve HRIS system and reporting issues. The ideal candidate for this opportunity possesses the following: Public sector payroll experience. Certified Payroll Professional (CPP) designation and/or Fundamental Payroll Certification (FPC). Experience using robust Human Resources systems: PeopleSoft and CalPERS. Knowledge of the principles and practices of human resources, including human resources work experience in a public sector agency performing payroll and/or benefits administrative responsibilities. Knowledge of applicable state and federal payroll and related tax regulations, legislation and guidelines. Ability to balance assigned HRIS projects in partnership with the Information Technology Services Department. Ability to manage multiple tasks and meet deadlines in a high volume, fast-paced work environment. First Review of Applications The first review of applications is April 10 , 2024, at 12:00 p.m. (PST) . This recruitment may close without notice after this date so interested applicants are encouraged to apply immediately. A resume and supplemental questionnaire (part of the online application) must be submitted with the completed City application. To be considered for this outstanding employment opportunity, please complete an application online by clicking "Apply" just above this box. SELECTION PROCESS The process may include a panel interview, in-basket or written exercise, professional reference checks, fingerprint check for criminal history, and other related components. Only those candidates who have the best combination of qualifications in relation to the requirements and duties of the position will continue in the selection process. Meeting the minimum qualifications does not guarantee an invitation to participate in the process. If you are interested in employment in this job classification, you should apply to ensure you are considered for future opportunities that may utilize the candidates from this recruitment. Reasonable Accommodation Human Resources will make reasonable efforts in the examination process to accommodate persons with disabilities. Please advise Human Resources of any special needs a minimum of 5 days in advance of the selection process by calling (510) 494-4660 or emailing humanresources@fremont.gov . Contact Us For additional information, please contact Human Resources Department at: humanresources@fremont.gov The information contained herein is subject to change and does not constitute either an expressed or implied contract. ________________________________________________________________________________ Human Resources Analyst I/II Class Specification Human Resources Analyst is a flexibly staffed position. Level and salary range placement is dependent upon an incumbent’s experience and qualifications. Definition Under direction of a Human Resources Manager, performs a variety of research and detail-oriented project work and professional activities in support of human resources functions including classification and compensation plan administration, job analysis, recruitment and selection, labor relations program and related work as assigned. While this class may be flexibly staffed based on department needs, the Human Resources Analyst III class is reserved for the most significantly responsible assignments requiring complex analysis, independent judgment, and formulation of important recommendations. Class Characteristics Human Resources Analyst I: This is the entry-level class in the professional Human Resources Analyst series. Initially under close supervision, incumbents may perform the more routine classification and salary survey projects, some recruitment and selection activities, and have some exposure to routine labor relations assignments. The Human Resources Analyst I receives direct supervision from higher-level professional or management staff. Frequent contacts are made with members of the Human Resources Department management team, other Human Resources staff, mid-managers, employee organization representatives, other employees of the City of Fremont, and Human Resources staff. This class is distinguished from the Human Resources Analyst II in that incumbents in the latter class are expected to perform the full scope of journey level professional assignments under general, rather than direct, supervision. Human Resources Analyst II: This is the full journey-level class in the professional Human Resources Analyst series. Employees within this class are distinguished by the performance of the full range of duties as assigned, including conducting classification and salary studies, performing job analyses, administering Citywide classification plans and programs, developing compensation recommendations and designing and administering recruitment and selection activities. The Human Resources Analyst II may participate in labor relations functions such as note taking and research and analysis of proposals presented in bargaining unit negotiations. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully knowledgeable of the applicable human resources principles and practices. Essential Functions Payroll Performs analytical support to assist with the interpretation and application of human resources rules, policies, legislation and MOUs with the City’s nine bargaining groups. Extracts and analyzes payroll data from HRIS for payroll processing, data analytics and reporting purposes to ensure accuracy and compliance with policies, procedures and regulatory requirements. Completes payroll, benefit/retirement plan reconciliations, analysis and internal audits. Performs analytical support to assist with the interpretation and application of human resources rules, policies, legislation, and MOUs with the City's nine bargaining groups. Utilizes Human Resources systems and adheres to processes (payroll, leave of absence, workers’ compensation) while ensuring compliance with all federal/state laws and regulations. Ensures that benefits, leaves of absences and workers’ compensation processes are accurately administered within the HRIS system. Responds to internal and external payroll and policy related inquiries. Identifies opportunities for process improvements. Stays informed about changes in tax and HR laws that apply to the payroll process. Prepares and reconciles quarterly payroll tax filings as required by federal and state law. Reconciles and audits employees’ W-2 statements prior to distribution. Provides back-up support to other HR department team members, as needed. Completes special projects, as needed. Data Analysis/Reporting Generates ad-hoc and standard reports from the HRIS for payroll, HR and internal/external customers. Partners with City departments to produce required reports and documentation. Develops and maintains queries and reports to support payroll process and requests from users. HRIS System Enhancements and Upgrades Participates in the implementation of system enhancements, upgrades and integrations. Tests new features and functionalities in the HRIS related to payroll processing. Performs technical payroll and HRIS analytical support to identify, troubleshoot, resolve system and reporting issues. Minimum Qualifications Knowledge, Skills and Abilities Knowledge of: Principles and practices of public personnel administration; methods and techniques related to classification, compensation and benefits analysis; applicable state and federal employment laws and regulations; principles and techniques of recruitment and selection in the public sector. Journey level classes require knowledge of Meyers-Milias-Brown Act, California Public Employees’ Retirement System, Worker's Compensation law, Family and Medical Leave Act, and Fair Labor Standards Act. Skill in: Preparing clear, concise and complete analysis, proposals, reports and other written materials; maintaining accurate records and meeting critical deadlines; researching and analyzing complex problems, evaluating varied information and data, either in statistical or narrative form, and exercising sound judgment within established guidelines; establishing and maintaining effective working relationships, and working collaboratively with diverse individuals and groups contacted in the course of work. Ability to: Interpret the City's personnel programs and policies to employees and department managers; interpret and analyze information; coordinate a variety of tasks and assignments; elicit the cooperation of others; use a variety of computer software programs, including Microsoft Word, Excel, PowerPoint, and Visio; work in an office environment, which may require sitting for extended periods of time; maintain physical and mental condition appropriate to the performance of assigned duties. Incumbents must possess the physical and mental capacity to work under the conditions described in this document and to perform the duties required by their assigned position. Education/Experience Any combination of education and or experience that has provided the knowledge, skills and abilities necessary for satisfactory job performance would be qualifying. A typical way to obtain the required knowledge and skills would be: Human Resources Analyst I: Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; OR two (2) years of experience in the field of human resources. Experience in a public agency setting is desirable. Human Resources Analyst II: Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; and at least two (2) years of experience performing duties comparable to those of a Human Resources Analyst I. Experience related to the human resources function, which has provided the knowledge and skills outlined above, may be substituted for the college education on a year-for-year basis. Experience in a public agency setting is desirable. Licenses/Certificates/Special Requirements Must be willing to work such hours as are necessary to accomplish the job requirements; This classification requires the ability to travel independently within and outside of City limits. Possession of a valid California Class C driver’s license is required. Failure to maintain this license will result in discipline up to and including termination. Desirable Qualifications: Public sector payroll experience. Certified Payroll Professional (CPP) designation and/or Fundamental Payroll Certification (FPC). Experience using robust Human Resources systems: PeopleSoft and CalPERS. Knowledge of the principles and practices of human resources, including human resources work experience in a public sector agency performing payroll and/or benefits administrative responsibilities. Knowledge of applicable state and federal payroll and related tax regulations, legislation and guidelines. Ability to balance assigned HRIS projects in partnership with the Information Technology Services Department. Ability to manage multiple tasks and meet deadlines in a high volume, fast-paced work environment. Physical and Environmental Demands Rare = 66% Sitting: Constant Walking: Occasional Standing: Rare Bending (neck): Frequent Bending (waist): Rare Squatting: Rare Climbing: Never Kneeling: Never Crawling: Never Jumping: Never Balancing: Never Twisting (neck): Occasional Twisting (waist): Rare Grasp - light (dominant hand): Occasional Grasp - light (non-dominant): Rare Grasp - firm (dominant hand): Rare Grasp - firm (non-dominant): Rare Fine manipulation (dominant): Frequent Fine manipulation (non-dominant): Frequent Reach - at/below shoulder: Rare Reach - above shoulder level: Never Push/pull: Up to 10 lbs. Rare 11 to 25 lbs. Never 26 to 50 lbs. Never 51 to 75 lbs. Never 76 to 100 lbs. Never Over 100 lbs. Never Lifting: Up to 10 lbs. Occasional 11 to 25 lbs. Never 26 to 50 lbs. Never 51 to 75 lbs. Never 76 to 100 lbs. Never Over 100 lbs. Never Carrying: Up to 10 lbs. Rare 11 to 25 lbs. Never 26 to 50 lbs. Never 51 to 75 lbs. Never 76 to 100 lbs. Never Over 100 lbs. Never Coordination: Eye-hand: Required Eye-hand-foot: Not required Driving: Not required Vision: Acuity, near: Required Acuity, far: Not required Depth perception: Required Accommodation: Required Color vision: Not required Field of vision: Required Talking: Face-to-face contact: Required Verbal contact w/others: Required Public: Required Hearing: Normal conversation: Required Telephone communication: Required Earplugs required: Not required Work environment: Works indoors, using computer monitor, works around others, works alone, works with others. Class Code: Level II: 2025 FLSA: Exempt EEOC Code: 2 Barg. Unit: UME Probation: 12 months Rev.: 04/11 The City of Fremont offers a comprehensive benefit package including general and holiday leave as well as medical, dental, vision, life, and long/short-term disability insurance. To view a summary of the benefits the City offers, please visit: City of Fremont Benefits Summary
CLASS DEFINITION: Under general direction, performs professional, complex, technical, and analytical responsibilities in support of the City's personnel functions related to recruitment and selection, classification and compensation, employee benefit administration, employee training and development, workers compensation, and performs other work as required.
DISTINGUISHING CHARACTERISTICS: This is the journey-level class in the Human Resources Analyst series. The Senior Human Resources Analyst is responsible for specialized assignments that involve unique and/or complex activities that require a broad human resources perspective; a high level of visibility, sensitivity, maturity, and diplomacy; and extensive technical knowledge combined with the ability to use this knowledge to anticipate and resolve issues and problems. Incumbents must exercise a high degree of professional judgment, show initiative, and work independently. In addition, incumbents may act in a lead or supervisory capacity over lower-level professional and support staff.
SUPERVISION RECEIVED AND EXERCISED: The incumbent works under the general supervision of the Human Resources Director and/or the Human Resources Manager. May exercise functional supervision over Human Resources staff.
JOB OVERVIEW:
Plans, organizes and oversees several human resources functions including recruitment and selection, classification and compensation, benefits, leave administration, training and development, workers compensation, labor relations, discipline and performance management, employee safety program, Human Resources Information System (HRIS),and employment and labor law compliance.
Design, develop and supervises recruitment and selection plans to ensure City-wide consistency, job-related valid screening techniques and conformance to federal and state laws and regulations.
Research and analyze information to respond to recruitment complaints, as well as prepare written responses.
Conduct and implement classification, reclassification and organizational studies; research, analyze, audit and participate in the maintenance of the City's classification plans; conduct job classification analyses; conduct desk audits; prepare or revise classification specifications; and develop classification recommendations and reports.
Interpret and apply laws, policies, procedures and rules in the area of classification and compensation.
Provide assistance with employee relations issues; consult with managers and employees regarding the interpretation of personnel practices, policies and procedures including related laws and regulations; provide information and assistance to departmental personnel regarding employee evaluations, disciplinary action and other employee issues.
Conduct confidential internal investigations, determining appropriate corrective action, drafting discipline documentation and implementing employee discipline in compliance with applicable rules and laws.
Coordinate and participates in the grievance process, attends grievance hearings and prepares grievance responses.
Conduct research and support for labor negotiations by conducting a variety of surveys, compiling data, preparing charts and graphs, and calculating costs.
Conduct and prepare written and statistical reports and recommendations on a variety of issues and topics; make oral presentations as needed.
Review, update and revise Administrative Regulations and Personnel Guidelines as needed.
Develops and implements policies and procedures in compliance with applicable Federal and State laws and regulations.
Administers benefit and leave programs; medical, dental, vision, life, AD&D, FMLA/CFRA, COBRA, ACA, leaves, workers’ compensation, return to work programs, retirement programs, annual open enrollment, and other employee benefits.
Oversee the administration of the retiree health benefit program and unemployment insurance program.
Monitors leaves of absence; coordinates with departments and employees to ensure effective implementation of leave of absence and return to work policies.
Administers the City’s Drug and Alcohol Testing program, Department of Motor Vehicle (DMV) Pull Notice Program, and Commercial Driver’s Licensing program.
Coordinates Citywide training, coaching and development programs with consultants; tracks training programs and activities.
Evaluate assigned programs and reviews policies, procedures, and methods used relative to effective utilization of resources and achievement of goals; formulates, recommends, and/or implements action for program improvement.
Coordinates, facilitates, and monitors the interactive process in compliance with the Americans with Disabilities Act.
Oversee, coordinate and assist in the preparation for the annual service award and other employee recognition programs.
Provides highly complex staff assistance to the Human Resources Director and/or the Human Resources Manager.
Serve as representative on various committees and projects; coordinate activities with other City Departments and outside agencies, organization or community groups; and make oral and written presentations as needed.
OTHER JOB-RELATED DUTIES:
May assist in the preparation and administration of a program in the Human Resources Department budget.
Perform other duties as assigned.
Mar 13, 2024
Full Time
CLASS DEFINITION: Under general direction, performs professional, complex, technical, and analytical responsibilities in support of the City's personnel functions related to recruitment and selection, classification and compensation, employee benefit administration, employee training and development, workers compensation, and performs other work as required.
DISTINGUISHING CHARACTERISTICS: This is the journey-level class in the Human Resources Analyst series. The Senior Human Resources Analyst is responsible for specialized assignments that involve unique and/or complex activities that require a broad human resources perspective; a high level of visibility, sensitivity, maturity, and diplomacy; and extensive technical knowledge combined with the ability to use this knowledge to anticipate and resolve issues and problems. Incumbents must exercise a high degree of professional judgment, show initiative, and work independently. In addition, incumbents may act in a lead or supervisory capacity over lower-level professional and support staff.
SUPERVISION RECEIVED AND EXERCISED: The incumbent works under the general supervision of the Human Resources Director and/or the Human Resources Manager. May exercise functional supervision over Human Resources staff.
JOB OVERVIEW:
Plans, organizes and oversees several human resources functions including recruitment and selection, classification and compensation, benefits, leave administration, training and development, workers compensation, labor relations, discipline and performance management, employee safety program, Human Resources Information System (HRIS),and employment and labor law compliance.
Design, develop and supervises recruitment and selection plans to ensure City-wide consistency, job-related valid screening techniques and conformance to federal and state laws and regulations.
Research and analyze information to respond to recruitment complaints, as well as prepare written responses.
Conduct and implement classification, reclassification and organizational studies; research, analyze, audit and participate in the maintenance of the City's classification plans; conduct job classification analyses; conduct desk audits; prepare or revise classification specifications; and develop classification recommendations and reports.
Interpret and apply laws, policies, procedures and rules in the area of classification and compensation.
Provide assistance with employee relations issues; consult with managers and employees regarding the interpretation of personnel practices, policies and procedures including related laws and regulations; provide information and assistance to departmental personnel regarding employee evaluations, disciplinary action and other employee issues.
Conduct confidential internal investigations, determining appropriate corrective action, drafting discipline documentation and implementing employee discipline in compliance with applicable rules and laws.
Coordinate and participates in the grievance process, attends grievance hearings and prepares grievance responses.
Conduct research and support for labor negotiations by conducting a variety of surveys, compiling data, preparing charts and graphs, and calculating costs.
Conduct and prepare written and statistical reports and recommendations on a variety of issues and topics; make oral presentations as needed.
Review, update and revise Administrative Regulations and Personnel Guidelines as needed.
Develops and implements policies and procedures in compliance with applicable Federal and State laws and regulations.
Administers benefit and leave programs; medical, dental, vision, life, AD&D, FMLA/CFRA, COBRA, ACA, leaves, workers’ compensation, return to work programs, retirement programs, annual open enrollment, and other employee benefits.
Oversee the administration of the retiree health benefit program and unemployment insurance program.
Monitors leaves of absence; coordinates with departments and employees to ensure effective implementation of leave of absence and return to work policies.
Administers the City’s Drug and Alcohol Testing program, Department of Motor Vehicle (DMV) Pull Notice Program, and Commercial Driver’s Licensing program.
Coordinates Citywide training, coaching and development programs with consultants; tracks training programs and activities.
Evaluate assigned programs and reviews policies, procedures, and methods used relative to effective utilization of resources and achievement of goals; formulates, recommends, and/or implements action for program improvement.
Coordinates, facilitates, and monitors the interactive process in compliance with the Americans with Disabilities Act.
Oversee, coordinate and assist in the preparation for the annual service award and other employee recognition programs.
Provides highly complex staff assistance to the Human Resources Director and/or the Human Resources Manager.
Serve as representative on various committees and projects; coordinate activities with other City Departments and outside agencies, organization or community groups; and make oral and written presentations as needed.
OTHER JOB-RELATED DUTIES:
May assist in the preparation and administration of a program in the Human Resources Department budget.
Perform other duties as assigned.
City of Huntington Beach, CA
Huntington Beach, California, United States
Description Here in Huntington Beach, we believe passionately that the key to becoming the best beach City in the world starts and ends with finding the right people to join our team. At this time, we have an outstanding career opportunity available, as we're looking for the "right person" to serve as Human Resources Analyst with the Human Resources Department. Human Resources Human Resources provides exceptional internal and external customer service in support of the City’s Mission Statement and Core Values. Human Resources supports City departments and employees in all aspects of talent management and development, including recruitment, selection, training, and professional development. Human Resources oversees a variety of operational functions, including employee relations, health and retirement benefits administration, disability leave and return-to-work management, and classification and compensation. Human Resources works with the City Manager’s Office to build and maintain strong labor relations with the City’s eight associations, plus the non-represented unit and provides administrative support for the activities of the City of Huntington Beach Personnel Commission. The Position The Human Resources Analyst performs a wide variety of routine professional and technical duties in support of the City’s human resources system, including; responsible staff work in recruitment and selection, classification, compensation, benefits administration, and/or other employee related programs including leave administration. Examples of Essential Duties Plans, designs, and develops recruitment and selection materials and administers examinations for City positions Composes job bulletins and recruitment information; recommends, schedules and coordinates advertising activities in appropriate media Scores and analyzes the results of written, oral, performance and other related employee selection examinations Responds to inquiries regarding employment opportunities with the City Assists with implementation of the City’s comprehensive employee benefits programs, including health, dental, vision, pension, long-term disability, 457 accounts and employee assistance programs Assists with training to ensure compliance with the Family Medical Leave Act/ADA/FEHA requirements Identifies issues; collects data; analyzes alternatives and makes recommendations Researches rules, regulations, laws, and policies in order to make recommendations on personnel matters Assists in the administration of labor agreements by explaining contract provisions, and responding to inquiries from employees To review the full job description, click here. Minimum Qualifications Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities required to successfully perform the job duties is qualifying. A typical combination includes: Education: A Bachelor’s degree in human resources, labor and industrial relations, psychology, business or public administration, or other related field. Experience: One (1) year of experience in the recruitment, testing and examination under a merit system; employee benefits and/or general personnel administration. License/Certification : Possession of a valid Class C California driver license and an acceptable driving record are required by time of appointment and throughout course of employment. APPLICATION AND SELECTION PROCESS: Application Review Examination(s) - Applicants who BEST meet the City's needs will be invited to a virtual oral exam (weighted 100%), tentatively scheduled for April 11, 2024 . Selection Interview Background investigation Appointment Supplemental Information The City of Huntington Beach offers a comprehensive benefit package to Management Employees' Organization members including: The SALARY RANGE is composed of seven steps. Merit step increases are based on satisfactory performance. PROMOTIONS within the City are based upon the merit system principles emphasizing individual ability and utilizing competitive examinations. TWELVE PAID HOLIDAYS provided per year. GENERAL LEAVE with pay of 176 hours is granted to regular employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service. ADMINISTRATIVE LEAVE with pay is granted in the amount of 60 hours per calendar year. EDUCATIONAL INCENTIVE PLANS are available for eligible employees to develop their knowledge and abilities. GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances. FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses. RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members. The benefit formula, final compensation period, and member contribution rate is as represented below: Classic Miscellaneous Members: Benefit Formula Miscellaneous 2.5% at age 55 Final Compensation Period 1-year Final Compensation Member Contribution Rate 9.0% of Reportable Compensation New Miscellaneous Members under PEPRA: Benefit Formula Miscellaneous 2% at age 62 Final Compensation Period 3-year Final Compensation Member Contribution Rate 8.25% of Reportable Compensation (eff. 7/1/23) DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available. CREDIT UNION membership is available to all City employees and provides access to low interest loans. FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval. NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice. For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Management Employees' Organization". Closing Date/Time: 4/3/2024 5:00 PM Pacific
Mar 13, 2024
Full Time
Description Here in Huntington Beach, we believe passionately that the key to becoming the best beach City in the world starts and ends with finding the right people to join our team. At this time, we have an outstanding career opportunity available, as we're looking for the "right person" to serve as Human Resources Analyst with the Human Resources Department. Human Resources Human Resources provides exceptional internal and external customer service in support of the City’s Mission Statement and Core Values. Human Resources supports City departments and employees in all aspects of talent management and development, including recruitment, selection, training, and professional development. Human Resources oversees a variety of operational functions, including employee relations, health and retirement benefits administration, disability leave and return-to-work management, and classification and compensation. Human Resources works with the City Manager’s Office to build and maintain strong labor relations with the City’s eight associations, plus the non-represented unit and provides administrative support for the activities of the City of Huntington Beach Personnel Commission. The Position The Human Resources Analyst performs a wide variety of routine professional and technical duties in support of the City’s human resources system, including; responsible staff work in recruitment and selection, classification, compensation, benefits administration, and/or other employee related programs including leave administration. Examples of Essential Duties Plans, designs, and develops recruitment and selection materials and administers examinations for City positions Composes job bulletins and recruitment information; recommends, schedules and coordinates advertising activities in appropriate media Scores and analyzes the results of written, oral, performance and other related employee selection examinations Responds to inquiries regarding employment opportunities with the City Assists with implementation of the City’s comprehensive employee benefits programs, including health, dental, vision, pension, long-term disability, 457 accounts and employee assistance programs Assists with training to ensure compliance with the Family Medical Leave Act/ADA/FEHA requirements Identifies issues; collects data; analyzes alternatives and makes recommendations Researches rules, regulations, laws, and policies in order to make recommendations on personnel matters Assists in the administration of labor agreements by explaining contract provisions, and responding to inquiries from employees To review the full job description, click here. Minimum Qualifications Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities required to successfully perform the job duties is qualifying. A typical combination includes: Education: A Bachelor’s degree in human resources, labor and industrial relations, psychology, business or public administration, or other related field. Experience: One (1) year of experience in the recruitment, testing and examination under a merit system; employee benefits and/or general personnel administration. License/Certification : Possession of a valid Class C California driver license and an acceptable driving record are required by time of appointment and throughout course of employment. APPLICATION AND SELECTION PROCESS: Application Review Examination(s) - Applicants who BEST meet the City's needs will be invited to a virtual oral exam (weighted 100%), tentatively scheduled for April 11, 2024 . Selection Interview Background investigation Appointment Supplemental Information The City of Huntington Beach offers a comprehensive benefit package to Management Employees' Organization members including: The SALARY RANGE is composed of seven steps. Merit step increases are based on satisfactory performance. PROMOTIONS within the City are based upon the merit system principles emphasizing individual ability and utilizing competitive examinations. TWELVE PAID HOLIDAYS provided per year. GENERAL LEAVE with pay of 176 hours is granted to regular employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service. ADMINISTRATIVE LEAVE with pay is granted in the amount of 60 hours per calendar year. EDUCATIONAL INCENTIVE PLANS are available for eligible employees to develop their knowledge and abilities. GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances. FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses. RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members. The benefit formula, final compensation period, and member contribution rate is as represented below: Classic Miscellaneous Members: Benefit Formula Miscellaneous 2.5% at age 55 Final Compensation Period 1-year Final Compensation Member Contribution Rate 9.0% of Reportable Compensation New Miscellaneous Members under PEPRA: Benefit Formula Miscellaneous 2% at age 62 Final Compensation Period 3-year Final Compensation Member Contribution Rate 8.25% of Reportable Compensation (eff. 7/1/23) DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available. CREDIT UNION membership is available to all City employees and provides access to low interest loans. FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval. NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice. For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Management Employees' Organization". Closing Date/Time: 4/3/2024 5:00 PM Pacific
Contra Costa County, CA
Martinez, California, United States
The Position Why join the Contra Costa County Human Resources Department? Are you passionate about making a tangible impact on both organizational success and public service? Contra Costa County is seeking dynamic individuals from diverse HR backgrounds to join our dedicated Human Resources team. As part of our team of over 50 professionals spread across four divisions, you'll collaborate closely with the County Administrator's Office and 27 County departments. Our aim? To deliver top-notch HR services that drive employee satisfaction, organizational growth, and community impact. We strive to recruit motivated, forward-thinking, results-driven HR staff. We're on the lookout for solution-oriented, adaptable professionals who enjoy tackling challenges in a team setting. If you're analytical, data-driven, and adept at crafting innovative solutions, we want to hear from you. We are looking for someone who is: Analytical and data driven. You will conduct job analysis to develop employment assessments and ensure that positions are properly classified and allocated. Creative! You will need to be able to understand the challenges faced in hiring processes and recommend innovative ways to ensure the best qualified candidates are available for our hiring managers. Customer-focused. Your role will require you to be responsive and proactive when addressing internal customer needs. A strong relationship builder with excellent communication skills. You will need to establish relationships across many departments, and ensure that a consistent message is communicated to a variety of audiences. Organized and results-driven. You will need to balance multiple assignments and priorities in a fast-paced environment. What you will typically be responsible for: Conducting job analysis, organizing recruitment activities, developing and administering employment assessments, and analyzing results, in order to provide well-qualified candidates to hiring departments. Conducting compensation and classification analysis and making recommendations regarding the appropriateness of salaries and allocation of positions within the classification system; evaluating the appropriateness of organizational structures; preparing related documents and board orders for the Board of Supervisors agenda. Helping to develop strategies to create career ladders, increase employee engagement, improve employee retention, and craft an inclusive organizational culture. Providing guidance and interpretation to County departmental human resources staff on human resources policies, procedures, rules, and regulations, and on workforce planning, organizational design, and development. A few reasons you might love this job: Your work will have a direct impact on the County's ability to provide important public services. You will be challenged daily. You will work with people who are passionate about their work, and focused on continuous improvement and innovation. You will have ample learning opportunities that will allow you to develop your skills and abilities, as well as contribute to the learning of other HR staff members. A few challenges you might face in this job: You will work on multiple assignments with competing deadlines. Your customers will include some people with strong personalities and/or high expectations. You will need to learn to navigate through complex and sometimes conflicting rules, policies or labor agreements in order to assist others in reaching operational objectives in ways that stay within the boundaries of the merit system. Competencies Required: Critical Thinking - A nalytically and logically evaluating information, policies and procedures Innovative Problem Solving - Identifying and analyzing problems in order to propose resolution and/or recommendations Delivering Results - Meeting organizational goals and customer expectations and making decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks Teamwork - Building and maintaining professional relationships, collaborating with others to achieve shared goals Political & Organizational Savvy - Working skillfully with politics, procedures, and protocols across organizational levels and boundaries Action & Results Focused (Taking Initiative) - Initiating tasks and focusing on accomplishment Adaptability - Responding positively to change and modifying behavior as the situation requires Attention to Detail - Focusing on the details of work content, work steps, and final work products Customer Focus - Attending to the needs and expectations of customers Learning Agility - Seeking learning opportunities and applying lessons to one's work Professional Integrity & Ethics - Displaying honesty, adherence to principles, and personal accountability Oral & Written Communication - Engaging effectively in dialogue and communicating effectively in writing Strategic Thinking & Perspective - Evaluating immediate actions in the context of achieving long-range objectives Valuing Diversity - Appreciating the benefits of varied backgrounds and cultures in the workplace The eligible list established from this recruitment may remain in effect for six months. Read the complete job description online here: https://www.governmentjobs.com/careers/contracosta/classspecs/62310 Remote Work Eligibility : This position is eligible to work remotely no more than 50% of each workweek. However, in the short term, the HR Analyst is expected to be in the office daily for the first 4 weeks. Future remote work arrangements may be discussed after hire based on dynamic business needs. Additionally, the HR Analyst must live within 200 miles of Martinez, California. These policies are non-negotiable. Minimum Qualifications License Required: Possess and maintain a valid California Motor Vehicle Operator's License or the ability to provide suitable transportation that is approved by the appointing authority. Out of state Motor Vehicle Operator's license will be accepted during the application process. Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be: Experience: Two (2) years of progressively responsible full-time human resources experience performing recruitment and assessment, and/or classification and compensation work. AND Education: Possession of a Bachelor's Degree from a college or university with a major in human resources management, business, industrial psychology, public administration or closely related field. Desirable Qualifications: Professional Human Resources experience with a local government agency Experience working with competency modeling Expertise in developing and validating employment exams Experience facilitating meetings and giving presentations or training Expertise in conducting job analysis. A Master's degree in I/O Psychology, Public Administration, Business Administration or Human Resources Management Selection Process Application Filing and Evaluation: Applicants will be required to complete a supplemental questionnaire at the time of application, applications will be evaluated to determine which candidates will move forward in the next phase of the recruitment process. Multiple-Choice Test: The multiple-choice assessment will be administered remotely using a computer or mobile device such as a tablet. You will need access to a reliable internet connection to take the assessment. Candidates will be evaluated on necessary knowledge and skills that may include: the ability to collect and analyze data, draw logical conclusions, and make sound recommendations; the ability to interpret and apply rules and regulations; and the ability to communicate effectively in writing. Candidates must achieve a passing score on the multiple-choice test to be advanced to the Oral assessment. The Multiple-Choice test is tentatively scheduled to take place on April 5 - 8, 2024. Oral Assessment : An oral assessment (interview) will be conducted to measure candidates' competencies as they relate to the job. These may include, but are not limited to: Customer Focus, Oral Communication, Delivering results, and Adaptability. The oral assessment is tentatively scheduled to take place on April 10 - 14, 2024. The assessment will be administered remotely using a computer; If so, you will need access to a reliable internet connection to participate in the assessment. ( Weighted 100% ) Final Selection Interviews: Hiring interviews will be conducted by a panel of leaders within the department. Tentative Recruitment Schedule Tentative Multiple-Choice Test: April 5 -8, 2024 Tentative Oral Assessment: April 10 -14, 2024 Meeting the minimum qualifications does not guarantee an invitation to participate in the selection process. Candidates are not permitted to retake the same assessment within a six (6) month period. If you apply for another recruitment that uses this exam and the test is scheduled within six (6) months of the date you took the test this time, you will not have the option to re-take the exam. The Human Resources Department may change the examination steps noted above in accordance with the Personnel Management Regulations and accepted selection practices. For recruitment specific questions, please contact Amanda Monson at Amanda.Monson@hrd.cccounty.us. For any technical issues, please contact the GovernmentJobs’ applicant support team for assistance at +1 855-524-5627. CONVICTION HISTORY After you receive a conditional job offer, 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 conflicts with the specific duties and responsibilities of the job for which you have received a conditional job offer. 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. Having a conviction history does not automatically preclude you from a job with Contra Costa County. If you accept a conditional job offer, the Human Resources department will contact you to schedule a fingerprinting appointment. DISASTER SERVICE WORKER All Contra Costa County employees are designated Disaster Service Workers through state and local law. Employment with the County 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. EQUAL EMPLOYMENT OPPORTUNITY It is the policy of Contra Costa County to consider all applicants for employment without regard to race, color, religion, sex, national origin, ethnicity, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition, genetic information, military or veteran status, or other protected category under the law. To find more information on Benefits offered by Contra Costa County, please go to https://www.contracosta.ca.gov/1343/Employee-Benefits Closing Date/Time: 3/28/2024 11:59 PM Pacific
Mar 14, 2024
Full Time
The Position Why join the Contra Costa County Human Resources Department? Are you passionate about making a tangible impact on both organizational success and public service? Contra Costa County is seeking dynamic individuals from diverse HR backgrounds to join our dedicated Human Resources team. As part of our team of over 50 professionals spread across four divisions, you'll collaborate closely with the County Administrator's Office and 27 County departments. Our aim? To deliver top-notch HR services that drive employee satisfaction, organizational growth, and community impact. We strive to recruit motivated, forward-thinking, results-driven HR staff. We're on the lookout for solution-oriented, adaptable professionals who enjoy tackling challenges in a team setting. If you're analytical, data-driven, and adept at crafting innovative solutions, we want to hear from you. We are looking for someone who is: Analytical and data driven. You will conduct job analysis to develop employment assessments and ensure that positions are properly classified and allocated. Creative! You will need to be able to understand the challenges faced in hiring processes and recommend innovative ways to ensure the best qualified candidates are available for our hiring managers. Customer-focused. Your role will require you to be responsive and proactive when addressing internal customer needs. A strong relationship builder with excellent communication skills. You will need to establish relationships across many departments, and ensure that a consistent message is communicated to a variety of audiences. Organized and results-driven. You will need to balance multiple assignments and priorities in a fast-paced environment. What you will typically be responsible for: Conducting job analysis, organizing recruitment activities, developing and administering employment assessments, and analyzing results, in order to provide well-qualified candidates to hiring departments. Conducting compensation and classification analysis and making recommendations regarding the appropriateness of salaries and allocation of positions within the classification system; evaluating the appropriateness of organizational structures; preparing related documents and board orders for the Board of Supervisors agenda. Helping to develop strategies to create career ladders, increase employee engagement, improve employee retention, and craft an inclusive organizational culture. Providing guidance and interpretation to County departmental human resources staff on human resources policies, procedures, rules, and regulations, and on workforce planning, organizational design, and development. A few reasons you might love this job: Your work will have a direct impact on the County's ability to provide important public services. You will be challenged daily. You will work with people who are passionate about their work, and focused on continuous improvement and innovation. You will have ample learning opportunities that will allow you to develop your skills and abilities, as well as contribute to the learning of other HR staff members. A few challenges you might face in this job: You will work on multiple assignments with competing deadlines. Your customers will include some people with strong personalities and/or high expectations. You will need to learn to navigate through complex and sometimes conflicting rules, policies or labor agreements in order to assist others in reaching operational objectives in ways that stay within the boundaries of the merit system. Competencies Required: Critical Thinking - A nalytically and logically evaluating information, policies and procedures Innovative Problem Solving - Identifying and analyzing problems in order to propose resolution and/or recommendations Delivering Results - Meeting organizational goals and customer expectations and making decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks Teamwork - Building and maintaining professional relationships, collaborating with others to achieve shared goals Political & Organizational Savvy - Working skillfully with politics, procedures, and protocols across organizational levels and boundaries Action & Results Focused (Taking Initiative) - Initiating tasks and focusing on accomplishment Adaptability - Responding positively to change and modifying behavior as the situation requires Attention to Detail - Focusing on the details of work content, work steps, and final work products Customer Focus - Attending to the needs and expectations of customers Learning Agility - Seeking learning opportunities and applying lessons to one's work Professional Integrity & Ethics - Displaying honesty, adherence to principles, and personal accountability Oral & Written Communication - Engaging effectively in dialogue and communicating effectively in writing Strategic Thinking & Perspective - Evaluating immediate actions in the context of achieving long-range objectives Valuing Diversity - Appreciating the benefits of varied backgrounds and cultures in the workplace The eligible list established from this recruitment may remain in effect for six months. Read the complete job description online here: https://www.governmentjobs.com/careers/contracosta/classspecs/62310 Remote Work Eligibility : This position is eligible to work remotely no more than 50% of each workweek. However, in the short term, the HR Analyst is expected to be in the office daily for the first 4 weeks. Future remote work arrangements may be discussed after hire based on dynamic business needs. Additionally, the HR Analyst must live within 200 miles of Martinez, California. These policies are non-negotiable. Minimum Qualifications License Required: Possess and maintain a valid California Motor Vehicle Operator's License or the ability to provide suitable transportation that is approved by the appointing authority. Out of state Motor Vehicle Operator's license will be accepted during the application process. Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be: Experience: Two (2) years of progressively responsible full-time human resources experience performing recruitment and assessment, and/or classification and compensation work. AND Education: Possession of a Bachelor's Degree from a college or university with a major in human resources management, business, industrial psychology, public administration or closely related field. Desirable Qualifications: Professional Human Resources experience with a local government agency Experience working with competency modeling Expertise in developing and validating employment exams Experience facilitating meetings and giving presentations or training Expertise in conducting job analysis. A Master's degree in I/O Psychology, Public Administration, Business Administration or Human Resources Management Selection Process Application Filing and Evaluation: Applicants will be required to complete a supplemental questionnaire at the time of application, applications will be evaluated to determine which candidates will move forward in the next phase of the recruitment process. Multiple-Choice Test: The multiple-choice assessment will be administered remotely using a computer or mobile device such as a tablet. You will need access to a reliable internet connection to take the assessment. Candidates will be evaluated on necessary knowledge and skills that may include: the ability to collect and analyze data, draw logical conclusions, and make sound recommendations; the ability to interpret and apply rules and regulations; and the ability to communicate effectively in writing. Candidates must achieve a passing score on the multiple-choice test to be advanced to the Oral assessment. The Multiple-Choice test is tentatively scheduled to take place on April 5 - 8, 2024. Oral Assessment : An oral assessment (interview) will be conducted to measure candidates' competencies as they relate to the job. These may include, but are not limited to: Customer Focus, Oral Communication, Delivering results, and Adaptability. The oral assessment is tentatively scheduled to take place on April 10 - 14, 2024. The assessment will be administered remotely using a computer; If so, you will need access to a reliable internet connection to participate in the assessment. ( Weighted 100% ) Final Selection Interviews: Hiring interviews will be conducted by a panel of leaders within the department. Tentative Recruitment Schedule Tentative Multiple-Choice Test: April 5 -8, 2024 Tentative Oral Assessment: April 10 -14, 2024 Meeting the minimum qualifications does not guarantee an invitation to participate in the selection process. Candidates are not permitted to retake the same assessment within a six (6) month period. If you apply for another recruitment that uses this exam and the test is scheduled within six (6) months of the date you took the test this time, you will not have the option to re-take the exam. The Human Resources Department may change the examination steps noted above in accordance with the Personnel Management Regulations and accepted selection practices. For recruitment specific questions, please contact Amanda Monson at Amanda.Monson@hrd.cccounty.us. For any technical issues, please contact the GovernmentJobs’ applicant support team for assistance at +1 855-524-5627. CONVICTION HISTORY After you receive a conditional job offer, 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 conflicts with the specific duties and responsibilities of the job for which you have received a conditional job offer. 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. Having a conviction history does not automatically preclude you from a job with Contra Costa County. If you accept a conditional job offer, the Human Resources department will contact you to schedule a fingerprinting appointment. DISASTER SERVICE WORKER All Contra Costa County employees are designated Disaster Service Workers through state and local law. Employment with the County 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. EQUAL EMPLOYMENT OPPORTUNITY It is the policy of Contra Costa County to consider all applicants for employment without regard to race, color, religion, sex, national origin, ethnicity, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition, genetic information, military or veteran status, or other protected category under the law. To find more information on Benefits offered by Contra Costa County, please go to https://www.contracosta.ca.gov/1343/Employee-Benefits Closing Date/Time: 3/28/2024 11:59 PM Pacific
LOS ANGELES COUNTY
Los Angeles, California, United States
Position/Program Information TYPE OF RECRUITMENT Open Competitive Job Opportunity EXAM NUMBER M0830X-R FILING DATES APPLICATIONS WILL BE ACCEPTED STARTING OCTOBER 28, 2020 AT 8:00 A.M. The first review of applications will take place on November 6, 2020. This examination will remain open until the needs of the service are met and is subject to closure without prior notice. This announcement is being reposted to update the Transfer of Test Components Information. _______________________________________________ BENEFIT INFORMATION: The County of Los Angeles offers an excellent benefits package which includes a Cafeteria Benefit Plan, Contributory Defined Benefit Retirement Plan, matched 401(k) Savings and Deferred Compensation & Thrift Plans, 12 paid Holidays, 10 paid leave days and an option to buy one to 20 more, and flexible work schedules. POSITION INFORMATION: Under the general direction of the Executive Director, Racial Equity (UC), assists the CEO in overseeing the County’s Anti-Racism, Diversity and Inclusion Initiative. CLASSIFICATION STANDARDS: Positions in this class provide expert professional staff support to the CEO in the planning, coordination, direction and control of specialized County functions such as the County budget, finance, operations, capital projects, legislative analysis, organization and management studies, employee relations, classification and compensation policy, risk management, marketing, asset management, unincorporated area services functions and environmental/sustainability policy and programs. Employees in this position may provide supervision to a team of analysts or serve in a lead, project manager or consultant role for any assignment in one or more of the above fields of specialization. The employee must know and expertly apply a comprehensive knowledge of concepts, practices and procedures to complete complex assignments or know and proficiently apply a broad knowledge of concepts, practices and procedures to complete difficult assignments and apply a basic knowledge of the concepts, practices and procedures of other field(s) of specialization to complete interdisciplinary assignments. The employee plans, conducts and supervises major assignments and reviews and evaluates results, on own initiative recommends new policies or programs to meet unforeseen or unmet needs, operates with substantial latitude for unreviewed action or decision, and performs administrative tasks for the organization on behalf of the unit manager. Essential Job Functions Assists the Executive Director, Racial Equity (UC), in the development and implementation of a Countywide strategic plan in support of the Board’s vision of eliminating systemic and structural racism. Assists in the design and implementation of awareness training in the areas of racism-prevention, anti-racism, equity, diversity and inclusion.. Analyzes and evaluates County policies, practices, and operations that may systemically prevent African-Americans and people or communities of color from accessing, receiving, or maintaining generally available County services and recommends changes in order to reduce racial stigma, inequality, and implicit bias within the County. Analyzes information and data gathered from County and non-County sources to identify best practices related anti-racism, diversity, and inclusion, and to make recommendations for the implementation of anti-racism initiatives in the County. Develops detailed action or project plans for the Anti-Racism, Inclusion and Diversity Initiative in order to support Board and department strategic initiatives, priorities, and/or County programs. Develops metrics and conducts studies to measure progress in reducing racism and promoting equality throughout the County. Coordinates building strategic partnerships with elected officials, government agencies and other County departments to determine potential joint initiatives for collaboration. Represents the division and/or the department at various events related to the promotion of racial equality, inclusion, and diversity. Supervises or leads a team of analysts assigned to Anti-Racism, Inclusion and Diversity Initiative in covering all day-to-day operations, (e.g., prioritizing assignments, evaluating workloads, reviewing and assessing work performance). Prepares reports, presentations, and correspondence (e.g. Board letters, internal briefing memoranda, fact sheets) to address, support and respond to needs of the Board Offices, CEO and others as needed. Requirements SELECTION REQUIREMENTS: Three years of experience at the level of Senior Analyst, CEO* analyzing, developing and implementing awareness training and policy recommendations in the areas of racism-prevention, anti-racism, equity, diversity and inclusion. *Experience at the level of Senior Analyst, CEO is defined as working independently providing professional staff support to the head of an organization in the development, planning, facilitation, coordination, direction and control execution of Racial Equity-related policies or programs. LICENSE: A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions. PHYSICAL CLASS: 2- Light. Involves light physical effort which may include occasional light lifting to a 10-pound limit, and some bending, stooping or squatting. Considerable walking may be involved. Additional Information EXAMINATION CONTENT : This examination will consist of three (3) parts: Part I: A multiple choice test weighted at 50% covering: Deductive Reasoning Professional Potential Achievement Coping with Uncertainty Responsibility Working to High Quality Standards Willingness to Learn Maintaining Good Working Relationships Analyzing Information Learning Quickly Generating New Ideas Using Time Efficiently Adapting to Change Applicants must achieve a passing score of 70% or higher on Part I - multiple choice test in order to proceed to Part II - writing assessment. MULTIPLE CHOICE TESTS ARE NOT REVIEWABLE BY CANDIDATES PER CIVIL SERVICE RULE 7.19. Part II: A writing assessment weighted 25% measuring English Structure and Content, Written Expression, and Prioritizing Information. Applicants must achieve a passing score of 70% or higher on Part II - writing assessment in order to proceed to Part III - evaluation of training and experience. Part III: An evaluation of training and experience weighted at 25% covering Professional Technical Knowledge, and Work Habits. Applicants must meet the Selection Requirements and achieve a combined passing score of 70% or higher on the examination in order to be placed on the register. All test invitations and other correspondences (non-acceptance and final result) will be sent electronically to the email address provided on the application. It is important that candidates provide a valid e-mail address in their application. Please add estranger@hr.lacounty.gov and info@governmentjobs.com to your e-mail address book and to the list of approved senders to prevent e-mail notifications from being filtered as spam/junk mail. It is the responsibility of the applicant to ensure they receive our email. TRANSFER OF TEST COMPONENTS: Applicants who have taken identical components recently for o ther exams may have their scores automatically transferred to this examination. This examination contains test components that may be used in the future for new examinations and your test scores may be transferred. TEST PREPARATION : Study guides and other test preparation resources are available to help candidates prepare for employment tests. While the guides will help in preparing for the test, we advise you to review all related materials that you deem necessary. An interactive, Online Test Preparation System for taking practice tests may be accessed on the Department of Human Resources website at http://hr.lacounty.gov/ . Please click on "Find a Job" and then "Job Search Toolkit." Test Preparation Information is located under the "Employment Test Assistance" section. Additional practice tests are available at http://www.shldirect.com/practice_tests.html . ELIGIBILITY INFORMATION : The names of candidates receiving a passing grade in the examination will be placed on the eligible register for a period of six (6) months following the date of promulgation. VACANCY INFORMATION : The resulting eligible register will be used to fill vacancies at the Chief Executive Office as they occur. AVAILABLE SHIFT : Any APPLICATION AND FILING INFORMATION: Applications must be filed online only. We must receive your application by 5:00 p.m., PT on the last day of filing. Applications submitted by U.S. Mail, Fax, or in person will not be accepted. All related documents, IF ANY , must be received at the time of filing or within 15 calendar days from application submission. Note : If you are unable to attach documentation to your online application, you may email to estranger@hr.lacounty.gov . Please ensure to reference your attachment by writing your full name, Neogov Applicant ID, Examination Title, and Examination Number on the subject of your email. Apply online by clicking the green " Apply " button at the top right of this posting. You can also track the status of your application using this website. Many important notifications including invitation letters will be sent electronically to the email address provided on the application. It is important that you provide a valid email address. Please add estranger@hr.lacounty.gov and info@governmentjobs.com to your email address and list of approved senders to prevent email notifications from being filtered as spam/junk/clutter mail. Applicants have the ability to opt out of emails from LA County. If you unsubscribe, you will not receive any email notification for any examination for which you apply with Los Angeles County. Regardless of whether you choose to unsubscribe, you can always check for notifications by logging into governmentjobs.com and viewing your profile Inbox, which saves a copy of all emailed notices. It is your responsibility to take the above steps to view correspondence. Los Angeles County will not consider claims of not viewing or receiving notification to be a valid reason for late test administration or rescheduling of a test component. IMPORTANT NOTES: ALL information included in the application materials is subject to VERIFICATION . We may reject your application at any point during the examination and hiring process, including after an appointment has been made. FALSIFICATION of any information may result in DISQUALIFICATION . Utilizing VERBIAGE from Class Specification and Minimum Requirements serving as your description of duties WILL NOT be sufficient to meet the requirements. Doing so may result in an INCOMPLETE APPLICATION and you may be DISQUALIFIED . Test scores cannot be given over the telephone. COMPUTER AND INTERNET ACCESS AT PUBLIC LIBRARIES For candidates who may not have regular access to a computer or the internet, applications can be completed on computers at public libraries throughout Los Angeles County. NO SHARING OF USER ID AND PASSWORD: All applicants must file their application online using their own user ID and password. Using a family member's or friend's user ID and password may erase a candidate's original application record. Fair Chance Initiative The County of Los Angeles is a Fair Chance employer. Except for a very limited number of positions, you will not be asked to provide information about a conviction history unless you receive a contingent offer of employment. The County will make an individualized assessment of whether your conviction history has a direct or adverse relationship with the specific duties of the job, and consider potential mitigating factors, including, but not limited to, evidence and extent of rehabilitation, recency of the offense(s), and age at the time of offense(s). If asked to provide information about a conviction history, any convictions or court records which are exempted by a valid court order do not have to be disclosed . Anti-Racism, Diversity, and Inclusion (ARDI) The County of Los Angeles recognizes and affirms that all people are created equal and are entitled to all rights afforded by the Constitution of the United States. The Department of Human Resources is committed to promoting Anti-racism, Diversity, and Inclusion efforts to address the inequalities and disparities amongst race. We support the ARDI Strategic Plan and its goals by improving equality, diversity, and inclusion in recruitment, selection, and employment practices. COVID-19 Vaccination All County workforce members must be fully vaccinated against COVID-19 as a condition of employment. Successful candidates for this position will be required to submit proof of vaccination against COVID-19 or request an exemption for qualifying medical or religious reasons during the onboarding process. Candidates should not present proof of vaccination until instructed to do so by the hiring department. TESTING ACCOMMODATION: If you require an accommodation to fairly compete in any part of the assessment process, you will be given the opportunity to make a request when completing your application. Please note, you may be required to submit documentation from a qualified medical provider or other qualified professional to support your request for a testing accommodation. _____________________________________________________________________________ Testing Accommodations Coordinator: TestingAccommodations@hr.lacounty.gov Teletype Phone: (800) 899-4099 Alternate Teletype Phone: (800) 897-0077 California Relay Services Phone: (800) 735-2922 Department Contact Name: Emily Stranger Department Contact Phone: (213) 866-7280 Department Contact Email: estranger@hr.lacounty.gov For detailed information, please click here Closing Date/Time: Continuous
Mar 05, 2024
Full Time
Position/Program Information TYPE OF RECRUITMENT Open Competitive Job Opportunity EXAM NUMBER M0830X-R FILING DATES APPLICATIONS WILL BE ACCEPTED STARTING OCTOBER 28, 2020 AT 8:00 A.M. The first review of applications will take place on November 6, 2020. This examination will remain open until the needs of the service are met and is subject to closure without prior notice. This announcement is being reposted to update the Transfer of Test Components Information. _______________________________________________ BENEFIT INFORMATION: The County of Los Angeles offers an excellent benefits package which includes a Cafeteria Benefit Plan, Contributory Defined Benefit Retirement Plan, matched 401(k) Savings and Deferred Compensation & Thrift Plans, 12 paid Holidays, 10 paid leave days and an option to buy one to 20 more, and flexible work schedules. POSITION INFORMATION: Under the general direction of the Executive Director, Racial Equity (UC), assists the CEO in overseeing the County’s Anti-Racism, Diversity and Inclusion Initiative. CLASSIFICATION STANDARDS: Positions in this class provide expert professional staff support to the CEO in the planning, coordination, direction and control of specialized County functions such as the County budget, finance, operations, capital projects, legislative analysis, organization and management studies, employee relations, classification and compensation policy, risk management, marketing, asset management, unincorporated area services functions and environmental/sustainability policy and programs. Employees in this position may provide supervision to a team of analysts or serve in a lead, project manager or consultant role for any assignment in one or more of the above fields of specialization. The employee must know and expertly apply a comprehensive knowledge of concepts, practices and procedures to complete complex assignments or know and proficiently apply a broad knowledge of concepts, practices and procedures to complete difficult assignments and apply a basic knowledge of the concepts, practices and procedures of other field(s) of specialization to complete interdisciplinary assignments. The employee plans, conducts and supervises major assignments and reviews and evaluates results, on own initiative recommends new policies or programs to meet unforeseen or unmet needs, operates with substantial latitude for unreviewed action or decision, and performs administrative tasks for the organization on behalf of the unit manager. Essential Job Functions Assists the Executive Director, Racial Equity (UC), in the development and implementation of a Countywide strategic plan in support of the Board’s vision of eliminating systemic and structural racism. Assists in the design and implementation of awareness training in the areas of racism-prevention, anti-racism, equity, diversity and inclusion.. Analyzes and evaluates County policies, practices, and operations that may systemically prevent African-Americans and people or communities of color from accessing, receiving, or maintaining generally available County services and recommends changes in order to reduce racial stigma, inequality, and implicit bias within the County. Analyzes information and data gathered from County and non-County sources to identify best practices related anti-racism, diversity, and inclusion, and to make recommendations for the implementation of anti-racism initiatives in the County. Develops detailed action or project plans for the Anti-Racism, Inclusion and Diversity Initiative in order to support Board and department strategic initiatives, priorities, and/or County programs. Develops metrics and conducts studies to measure progress in reducing racism and promoting equality throughout the County. Coordinates building strategic partnerships with elected officials, government agencies and other County departments to determine potential joint initiatives for collaboration. Represents the division and/or the department at various events related to the promotion of racial equality, inclusion, and diversity. Supervises or leads a team of analysts assigned to Anti-Racism, Inclusion and Diversity Initiative in covering all day-to-day operations, (e.g., prioritizing assignments, evaluating workloads, reviewing and assessing work performance). Prepares reports, presentations, and correspondence (e.g. Board letters, internal briefing memoranda, fact sheets) to address, support and respond to needs of the Board Offices, CEO and others as needed. Requirements SELECTION REQUIREMENTS: Three years of experience at the level of Senior Analyst, CEO* analyzing, developing and implementing awareness training and policy recommendations in the areas of racism-prevention, anti-racism, equity, diversity and inclusion. *Experience at the level of Senior Analyst, CEO is defined as working independently providing professional staff support to the head of an organization in the development, planning, facilitation, coordination, direction and control execution of Racial Equity-related policies or programs. LICENSE: A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions. PHYSICAL CLASS: 2- Light. Involves light physical effort which may include occasional light lifting to a 10-pound limit, and some bending, stooping or squatting. Considerable walking may be involved. Additional Information EXAMINATION CONTENT : This examination will consist of three (3) parts: Part I: A multiple choice test weighted at 50% covering: Deductive Reasoning Professional Potential Achievement Coping with Uncertainty Responsibility Working to High Quality Standards Willingness to Learn Maintaining Good Working Relationships Analyzing Information Learning Quickly Generating New Ideas Using Time Efficiently Adapting to Change Applicants must achieve a passing score of 70% or higher on Part I - multiple choice test in order to proceed to Part II - writing assessment. MULTIPLE CHOICE TESTS ARE NOT REVIEWABLE BY CANDIDATES PER CIVIL SERVICE RULE 7.19. Part II: A writing assessment weighted 25% measuring English Structure and Content, Written Expression, and Prioritizing Information. Applicants must achieve a passing score of 70% or higher on Part II - writing assessment in order to proceed to Part III - evaluation of training and experience. Part III: An evaluation of training and experience weighted at 25% covering Professional Technical Knowledge, and Work Habits. Applicants must meet the Selection Requirements and achieve a combined passing score of 70% or higher on the examination in order to be placed on the register. All test invitations and other correspondences (non-acceptance and final result) will be sent electronically to the email address provided on the application. It is important that candidates provide a valid e-mail address in their application. Please add estranger@hr.lacounty.gov and info@governmentjobs.com to your e-mail address book and to the list of approved senders to prevent e-mail notifications from being filtered as spam/junk mail. It is the responsibility of the applicant to ensure they receive our email. TRANSFER OF TEST COMPONENTS: Applicants who have taken identical components recently for o ther exams may have their scores automatically transferred to this examination. This examination contains test components that may be used in the future for new examinations and your test scores may be transferred. TEST PREPARATION : Study guides and other test preparation resources are available to help candidates prepare for employment tests. While the guides will help in preparing for the test, we advise you to review all related materials that you deem necessary. An interactive, Online Test Preparation System for taking practice tests may be accessed on the Department of Human Resources website at http://hr.lacounty.gov/ . Please click on "Find a Job" and then "Job Search Toolkit." Test Preparation Information is located under the "Employment Test Assistance" section. Additional practice tests are available at http://www.shldirect.com/practice_tests.html . ELIGIBILITY INFORMATION : The names of candidates receiving a passing grade in the examination will be placed on the eligible register for a period of six (6) months following the date of promulgation. VACANCY INFORMATION : The resulting eligible register will be used to fill vacancies at the Chief Executive Office as they occur. AVAILABLE SHIFT : Any APPLICATION AND FILING INFORMATION: Applications must be filed online only. We must receive your application by 5:00 p.m., PT on the last day of filing. Applications submitted by U.S. Mail, Fax, or in person will not be accepted. All related documents, IF ANY , must be received at the time of filing or within 15 calendar days from application submission. Note : If you are unable to attach documentation to your online application, you may email to estranger@hr.lacounty.gov . Please ensure to reference your attachment by writing your full name, Neogov Applicant ID, Examination Title, and Examination Number on the subject of your email. Apply online by clicking the green " Apply " button at the top right of this posting. You can also track the status of your application using this website. Many important notifications including invitation letters will be sent electronically to the email address provided on the application. It is important that you provide a valid email address. Please add estranger@hr.lacounty.gov and info@governmentjobs.com to your email address and list of approved senders to prevent email notifications from being filtered as spam/junk/clutter mail. Applicants have the ability to opt out of emails from LA County. If you unsubscribe, you will not receive any email notification for any examination for which you apply with Los Angeles County. Regardless of whether you choose to unsubscribe, you can always check for notifications by logging into governmentjobs.com and viewing your profile Inbox, which saves a copy of all emailed notices. It is your responsibility to take the above steps to view correspondence. Los Angeles County will not consider claims of not viewing or receiving notification to be a valid reason for late test administration or rescheduling of a test component. IMPORTANT NOTES: ALL information included in the application materials is subject to VERIFICATION . We may reject your application at any point during the examination and hiring process, including after an appointment has been made. FALSIFICATION of any information may result in DISQUALIFICATION . Utilizing VERBIAGE from Class Specification and Minimum Requirements serving as your description of duties WILL NOT be sufficient to meet the requirements. Doing so may result in an INCOMPLETE APPLICATION and you may be DISQUALIFIED . Test scores cannot be given over the telephone. COMPUTER AND INTERNET ACCESS AT PUBLIC LIBRARIES For candidates who may not have regular access to a computer or the internet, applications can be completed on computers at public libraries throughout Los Angeles County. NO SHARING OF USER ID AND PASSWORD: All applicants must file their application online using their own user ID and password. Using a family member's or friend's user ID and password may erase a candidate's original application record. Fair Chance Initiative The County of Los Angeles is a Fair Chance employer. Except for a very limited number of positions, you will not be asked to provide information about a conviction history unless you receive a contingent offer of employment. The County will make an individualized assessment of whether your conviction history has a direct or adverse relationship with the specific duties of the job, and consider potential mitigating factors, including, but not limited to, evidence and extent of rehabilitation, recency of the offense(s), and age at the time of offense(s). If asked to provide information about a conviction history, any convictions or court records which are exempted by a valid court order do not have to be disclosed . Anti-Racism, Diversity, and Inclusion (ARDI) The County of Los Angeles recognizes and affirms that all people are created equal and are entitled to all rights afforded by the Constitution of the United States. The Department of Human Resources is committed to promoting Anti-racism, Diversity, and Inclusion efforts to address the inequalities and disparities amongst race. We support the ARDI Strategic Plan and its goals by improving equality, diversity, and inclusion in recruitment, selection, and employment practices. COVID-19 Vaccination All County workforce members must be fully vaccinated against COVID-19 as a condition of employment. Successful candidates for this position will be required to submit proof of vaccination against COVID-19 or request an exemption for qualifying medical or religious reasons during the onboarding process. Candidates should not present proof of vaccination until instructed to do so by the hiring department. TESTING ACCOMMODATION: If you require an accommodation to fairly compete in any part of the assessment process, you will be given the opportunity to make a request when completing your application. Please note, you may be required to submit documentation from a qualified medical provider or other qualified professional to support your request for a testing accommodation. _____________________________________________________________________________ Testing Accommodations Coordinator: TestingAccommodations@hr.lacounty.gov Teletype Phone: (800) 899-4099 Alternate Teletype Phone: (800) 897-0077 California Relay Services Phone: (800) 735-2922 Department Contact Name: Emily Stranger Department Contact Phone: (213) 866-7280 Department Contact Email: estranger@hr.lacounty.gov For detailed information, please click here Closing Date/Time: Continuous
Announcement Number: 46391 Open to all qualified persons. Posted 02/23/2024 Recruiter: VICTORIA SHEEHAN Phone: (775)684-0133 Email: torisheehan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. The position will be located at the Lovelock Correctional Center. Under general direction, incumbent will support recruitment and selection strategy efforts across Nevada Department of Corrections (NDOC), review and advise on classification and compensation issues, federal and state regulations, policies and procedures, provide consultation to all levels of management and employees, serve as a generalist in support of diverse human resources issues, employee relations, grievance resolution, corrective and disciplinary actions. Incumbent will be responsible to ensure vacancies for all assigned classifications are monitored and recruitment process complies with Nevada Revised Statutes (NRS), Nevada Administrative Codes (NAC), and departmental policies and practices; develop recruitment plans sufficient to staff correctional institutions, including the creation and implementation of outreach recruitment strategies; open and manage recruitment through the State's NVAPPS process; evaluate applications for minimum qualifications and completeness; review, research, process and log requests for salary adjustments, accelerated rates of hire, and comparable and provisional appointments. Responsibilities may include supervision of Technician staff and other related division work as required. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A pre-employment criminal history check and fingerprinting are required. Persons offered employment in this position will be required to pay for these items. A State of Nevada/FBI background check will be required of the selected applicant. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Mar 08, 2024
Full Time
Announcement Number: 46391 Open to all qualified persons. Posted 02/23/2024 Recruiter: VICTORIA SHEEHAN Phone: (775)684-0133 Email: torisheehan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. The position will be located at the Lovelock Correctional Center. Under general direction, incumbent will support recruitment and selection strategy efforts across Nevada Department of Corrections (NDOC), review and advise on classification and compensation issues, federal and state regulations, policies and procedures, provide consultation to all levels of management and employees, serve as a generalist in support of diverse human resources issues, employee relations, grievance resolution, corrective and disciplinary actions. Incumbent will be responsible to ensure vacancies for all assigned classifications are monitored and recruitment process complies with Nevada Revised Statutes (NRS), Nevada Administrative Codes (NAC), and departmental policies and practices; develop recruitment plans sufficient to staff correctional institutions, including the creation and implementation of outreach recruitment strategies; open and manage recruitment through the State's NVAPPS process; evaluate applications for minimum qualifications and completeness; review, research, process and log requests for salary adjustments, accelerated rates of hire, and comparable and provisional appointments. Responsibilities may include supervision of Technician staff and other related division work as required. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A pre-employment criminal history check and fingerprinting are required. Persons offered employment in this position will be required to pay for these items. A State of Nevada/FBI background check will be required of the selected applicant. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Mar 28, 2024
Full Time
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Mar 28, 2024
Full Time
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
State of Nevada
Gardnerville, Nevada, United States
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Mar 28, 2024
Full Time
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Mar 28, 2024
Full Time
Announcement Number: 46804 Open to all qualified persons. Posted 03/27/2024 Recruiter: DARRELL MORLAN Phone: (775)684-0126 Email: darrell.morlan@admin.nv.gov Applications accepted until recruitment needs are satisfied ** Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. The Position Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Incumbents possess a degree of knowledge and proficiency sufficient to perform work independently with little or no additional training. This position falls under the Governors Finance Office within the Core.NV ERP project team. With general direction within the HR work stream, the position is responsible for project requirements and scope, plans, organizes, trains and oversees project functions. Will work closely with project managers, stakeholders, and cross-functional teams to identify areas for improvement and implement strategic solutions that enhance efficiency and productivity. Ensure project results adhere to NV state policies and procedures. Identify potential personnel-related risks that could impact project success and work with relevant stakeholders to develop mitigation strategies. Perform research, collect and analyze data report information. The State of Nevada is an equal opportunity employer dedicated to building diverse, inclusive, and innovative work environments with employees who reflect our communities and enthusiastically serve them. All applicants are considered without regard to race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE WITHOUT FURTHER NOTICE DEPENDING ON THE NUMBER OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE*** To see full Class Specifications visit: http://hr.nv.gov/Resources/ClassSpecs/Class_Specifications-7_0/ To Qualify: In order to be qualified, you must meet the following requirements: Education and Experience (Minimum Qualifications) Graduation from an accredited college or university with a Bachelor's degree in public administration or a related field and two years of progressively responsible professional personnel experience; OR an equivalent combination of education and experience. Special Requirements A State of Nevada/FBI background check will be required of the selected applicant. A pre-employment criminal history check and fingerprinting are required. This position may require up to 25% travel. This position requires a valid driver's license or evidence of equivalent mobility at the time of appointment and for continuing employment. The Examination Application Evaluation Exam The exam will consist of an application evaluation. It is essential that applications include detailed information with time frames regarding education and experience. The most qualified applicants will be contacted by the hiring agency for interview. The hiring agency may require specific skills related testing as part of the interviewing process. The following additional questions are part of this Recruitment 1) Describe your experience with project management or project implementation of any IT application. INFORMATIONAL LINKS For more information about state employment, visit the following: Division of Human Resource Management: http://hr.nv.gov Public Employees Retirement System: http://www.nvpers.org Public Employees Benefits Program: http://pebp.state.nv.us More Benefits Information: http://nvjobs.nv.gov/Applicants/EB REFER A FRIEND Help us reach qualified candidates! Refer a friend by clicking here: Email Direct Inquiries or Correspondence to: Division of Human Resource Management Northern Nevada 209 East Musser Street, Room 101 Carson City, Nevada 89701-4204
Introduction READ THIS ENTIRE BULLETIN FOR INSTRUCTIONS ON HOW TO REAPPLY FOR THIS RECRUITMENT THIS IS A REOPENING OF A CONTINOUS EXAMINATION. If you have previously applied or started an application for the Administrative Analyst , Examination #21-0245-01 , and choose to reapply, please contact the examination analyst,Sam Gee at samson.gee@acgov.org to have your previous application released back to you. The scores and dispositions of candidates for this examination will be merged with previous exam participants. If you have previously submitted an application and choose to reapply, your new score/disposition will replace your current disposition. Supplemental Questionnaire: A properly completed Supplemental Questionnaire must be submitted with each application. Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Failure to submit the Supplemental Questionnaire will result in disqualification. Applications and Supplemental Questionnaires will only be accepted on-line. DESCRIPTION ABOUT ALAMEDA COUNTY Alameda County is the seventh most populous county in California and is characterized by its rich diversity and culture as one of the most ethnically diverse regions in the Bay Area and the nation. It is home to over 1.6 million people living in 14 incorporated cities as well as in six unincorporated communities and rural areas throughout the 821 square miles of the County. The County enjoys a varied geography ranging from urban marinas to rolling open spaces to hillside lakes and streams. ABOUT THE ALAMEDA COUNTY ADMINISTRATOR'S OFFICE The County Administrator is responsible for the implementation of policies and decisions of the Board of Supervisors. The County Administrator's Office is composed of six units that provide and oversee programs serving the entire County. These units include Intergovernmental Affairs and Civic Engagement, Budget, Finance, Clerk of the Board of Supervisors, East Bay Economic Development Alliance, and Risk Management. The Alameda County Administrator's Office's Mission, Vision and Values are as follows: - Our Mission To enrich the lives of Alameda County residents through visionary policies and accessible, responsive, and effective services. - Our Vision Alameda County is recognized as one of the best counties in which to live, work and do business. - Our Values Integrity, honesty, respect, fiscal stewardship, commitment, accessibility, responsiveness, leadership, teamwork, diversity, environmental stewardship, social responsibility, and compassion. To learn more about the County Administrator's Office, please visit its website at: http://www.acgov.org/cao/services.htm THE VACANCIES Administrative Analysts perform a wide range of detailed and complex professional level analytical work in various program and functional areas. Incumbents perform administrative, systems, statistical and management analysis and make recommendations on Countywide and departmental organizational, budgetary, staffing, and programmatic issues and requests. Incumbents assist in the development, analysis and recommendation of Countywide policy and procedure. Incumbents play a key role in the assessment and analyses of County departments’ annual and mid-year budget requests/changes and make appropriate recommendations to the County Administrator. Incumbents will also analyze, and provide recommendations on policy, administrative, organizational, fiscal and operating issues, revenue enhancement initiatives, challenges and impacts in all assignments as well as in specific program areas, but not limited to Social Services, Public Safety, Health Care, Cable Franchise Authority, Grants Administration, Community Relations, Legislative Analysis, Countywide Budget Coordination, Capital Projects Plan Development, Debt Financing, and FEMA Coordination. Incumbents will coordinate the efforts of assigned county agencies and departments, manage special projects, and represent the County Administrator's Office in interacting with the County Board of Supervisors and their staff, County departments, other agencies, Community-Based Organizations, community groups or members of the public; and do related work as required. Administrative Analysts teams are assigned work in the following four areas: The BUDGET , PERFORMANCE & POLICY and BUDGET & FINANCE teams are responsible for assisting the County Administrator with preparation and management of the county budget, review and analysis of organizational performance and the assessment and development of policy recommendations. Team members provide budgetary, performance and policy recommendations across Countywide programs including health, safety, economic assistance and government operations. These teams are also responsible for exploring and analyzing revenue enhancement opportunities, and the development of financial forecast models. The Budget & Finance team is responsible for management of Public Financing for the County; monitors, analyzes and makes recommendations regarding financing options for County capital and program needs; manages all debt transactions; monitors all current debt; prepares and submits all required disclosures information; prepares the County's five-year Capital plan. The INNOVATION team works collaboratively with County departments and other stakeholders to identify, evaluate and implement new or improved services though a culture of continuous innovation at all levels of the organization. The team supports the ongoing success of innovation and improvement initiatives through written documentation of business requirements and processes, integration of technology, ongoing performance monitoring and alignment with organizational goals, objectives and desired outcomes. Develops and manages relationships with strategic public and private partners. The INTERGOVERNMENTAL AFFAIRS & CIVIC ENGAGEMENT (IACE) team is responsible for ensuring the County's legislative interests are represented at the State, federal and local levels; development of the annual legislative platform and analysis of legislation for impact to County programs. The team coordinates the County's public information activities, manages grant activities and Countywide projects, and develops and implements educational programs to raise awareness of County programs and services. The team provides support to the Local Agency Formation Commission. This general recruitment process will establish an eligible list that will be used to fill vacancies in the County Administrator's Office but are not limited to the program areas listed above. To review the complete job description, please visit our website: www.acgov.org/hrs THE IDEAL CANDIDATE The County Administrator’s Office is searching for individuals who have a commitment to excellence, self-directed problem-solvers with high standards for quality and an avid commitment to public service. In addition to meeting the minimum qualifications of the position, the ideal candidate will possess the following critical attributes, which include: A track record of providing high quality public service with a commitment to the ideals of implementing visionary policies and practices that reinforce strong dedication to the community; A strong understanding of local government programs and passion to provide high quality public service; Adept in identifying opportunities and taking action to build strategic relationships to help achieve business goals; A strategic thinker who can determine long-term goals as well as identify and design the best approach for achievement; Possess the ability to identify and understand complex problems and concepts, apply logical thinking and quantitative methods of gathering and analyzing information, make decisions and exercise good judgment based on available data, design solutions to problems, formulate and articulate action plans proactively and collaboratively; A solid leader who leads through aligning the organization’s vision and values and manages work groups by inspiring and advising subordinates, facilitating goal accomplishment and tracking and evaluating performance to ensure success; Exceptional communication skills , both written and oral, and the ability to communicate effectively with diverse audiences and in a variety of contexts; The ability to continue to be effective, proactive, and innovative while dealing with changing priorities and deadlines; Strong organizational skills , including the ability to prioritize tasks and work on multiple projects simultaneously; Politically astute , possessing the skills necessary for identifying, navigating and successfully interacting within the dynamics of the organization while maintaining sensitivity to the competing needs of a wide variety of internal and external stakeholders; Develops and maintains effective relationships with others ; relates well to people from diverse backgrounds and in different situations; shows understanding, courtesy, tact, empathy, concern, and politeness; Focuses on desired results and sets and achieves challenging goals; A self-starter who consistently demonstrates a willingness to commit to one's work and to invest one’s time, talent, and best efforts in accomplishing organizational goals. MINIMUM QUALIFICATIONS Administrative Analyst: Either I The equivalent of one year of full-time experience in the class of Assistant Administrative Analyst or any equivalent or higher paying class in the Alameda County classified service that will demonstrate possession of the core competencies/knowledge and abilities described below (non-classified service includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts), AND The equivalent of one additional year of full-time experience in a position requiring the use of the core competencies/knowledge and abilities described below. Or II Possession of a Baccalaureate degree from an accredited college or university, and the equivalent of two years of verifiable full time experience performing professional-level analytical work, with primary responsibility for performing duties in one or more of the following functional areas: administrative policy analysis, legislative analysis, economic analysis, budgetary analysis, complex financial/fiscal analysis and reporting, development/administration and management of contractual agreements and grants. Or III Possession of a graduate degree (Master's degree or higher) from an accredited college or university; and the equivalent of one year of verifiable full time experience performing professional-level analytical work, with duties equivalent in one or more of the following functional areas: administrative policy analysis, legislative analysis, economic analysis, budgetary analysis, complex financial/fiscal analysis and reporting, development/administration and management of contractual agreements and grants. SUBSTITUTION OF RELEVANT EDUCATION FOR EXPERIENCE (applies to Minimum Qualification pattern #II ABOVE ONLY): Unless otherwise provided for in the examination bulletin: a) all applicants seeking to use education as a substitution for the required experience as defined in pattern #2 below must submit a transcript with their application for consideration; b) County of Alameda employees seeking to use substitution pattern # 1 below must submit proof of completion of the LDP with their application. 1. For current County of Alameda employees, graduation from the County’s Leadership Development Program (LDP) may substitute for up to six months of qualifying experience. 2. Applicants who possess a baccalaureate or graduate degree and have completed 30 semester/45 quarter units of coursework from an accredited college or university 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 a closely related field of study may substitute this specialized coursework for six months of the required experience. SUBSTITUTION OF QUALIFYING WORK EXPERIENCE FOR REQUIRED EDUCATION (applies to Minimum Qualification pattern #II ABOVE ONLY): 1. Applicants who possess an Associate degree, or who have completed a minimum of 60 semester/90 quarter units from an accredited college or university, may substitute additional qualifying work experience as described above for up to two years of the required baccalaureate-level education. One year (equivalent of 2080 hours) of additional qualifying experience as defined above in Minimum Qualifications pattern # II will be considered equivalent to 30 semester units/45 quarter units. The completed course work leading to the Associate degree must be in college-level academic areas related to the essential functions of this job classification and leading toward possession of a baccalaureate degree from an accredited college or university. SPECIAL REQUIREMENTS • Incumbents in this classification may be required to represent the County Administrator and/or the County Administrator’s Office on some evenings and weekends. • Incumbents may be assigned lead responsibilities for some short or long term projects. • An incumbent may be assigned lead responsibility as administrator or lead analyst for support of the Countywide budget system. • Incumbents in this classification may be required to work some evenings and weekends. NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination. KNOWLEDGE AND SKILLS CORE COMPETENCIES, KNOWLEDGE AND ABILITIES NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the "Examples of Duties" section of this specification. Knowledge of: • Principles and practices of public administration, organization, and management. • Research techniques and sources of information and data applicable to public sector programs and services. • Principles, practices and trends related to public sector budgeting and funding sources. • Statistical and analytical techniques. • Acceptable fiscal and financial analytical practices and principles • Spreadsheets and databases to manage and analyze data. Ability to: • Identify research and gather relevant information from a variety of sources. • Read and interpret complex written materials, policies, regulations and requirements. • Analyze and evaluate data, procedures, interrelated processes and other information. • Formulate conclusions and/or alternatives and develop effective recommendations. • Use work-related computer applications, including e-mail, word processing, spreadsheets, databases and the Internet. • Prepare well-organized and accurate documents such as reports, memos, and correspondence. • Synthesize ideas, analysis and factual information and conclusions into clear and logical written statements. • Speak clearly and concisely in order to express ideas and communicate work-related information to a variety of individuals and/or groups. • Listen, ask appropriate questions and effectively elicit required information. • Establish and maintain effective working relationships with staff, officials and the general public, including a variety of individuals and groups. • Exercise sound judgment in critical situations when direction or supervision may not be available. • Identify critical sources of information and data needed to make sound and well reasoned decisions. • Effectively manage multiple priorities that may have conflicting time frames and identify and communicate solutions. • Demonstrate interpersonal sensitivity among diverse groups of County and external stakeholders. • Work effectively as a team member with peer, subordinate and management team members. • Learn to make effective use of information and reports from software and systems related to performance of the duties of this classification. • Recognize and demonstrate the application of appropriate business and political acumen. • Be flexible to changing conditions and circumstances with short notice. EXAMINATION COMPONENTS THE EXAMINATION WILL CONSIST OF THE FOLLOWING STEPS: A review of candidates' applications to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process; A review of candidates’ Supplemental Questionnaires to select the best qualified applicants to continue in the process; An oral interview which will be weighted as 100% of the candidate's final examination score. The oral interview may contain situational exercises. ** CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS EXAMINATION. ** We reserve the right to make changes to the announced examination components. Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work. To learn more about our recruitment and selection process, please visit the “What You Need to Know” section of our website, www.acgov.org/hrs Selection Plan Applicants will be informed via e-mail with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency: TENTATIVE RECRUITMENT AND SELECTION PLAN: Deadline for Filing: open until filled Review of Minimum Qualifications: TBD Screening for Best Qualified: TBD Civil Service Oral Examination**: TBD **If designated acombined oral examination/hiring interview, in addition to establishing an eligibility list, may serve as the final selection interview for vacancies in this classification. *WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN* Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County’s Reasonable Accommodation Policy and applicable statues. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing . Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statues. BENEFITS Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*: For your Health & Well-Being Medical - HMO & PPO Plans Dental - HMO & PPO Plans Vision or Vision Reimbursement Share the Savings Basic Life Insurance Supplemental Life Insurance (with optional dependent coverage for eligible employees) Accidental Death and Dismemberment Insurance County Allowance Credit Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance Short-Term Disability Insurance Long-Term Disability Insurance Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services Employee Assistance Program For your Financial Future Retirement Plan - (Defined Benefit Pension Plan) Deferred Compensation Plan (457 Plan or Roth Plan) For your Work/Life Balance 11 paid holidays Floating Holidays Vacation and sick leave accrual Vacation purchase program Management Paid Leave** Catastrophic Sick Leave Group Auto/Home Insurance Pet Insurance Commuter Benefits Program Guaranteed Ride Home Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts) Employee Discount Program (e.g. theme parks, cell phone, etc.) Child Care Resources 1 st United Services Credit Union *Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change. ** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave. Conclusion All notices related to County recruitments for which you have applied will be sent/delivered via email. Notices will be sent from Noreply@jobaps.com . Please add @jobaps.comand Noreply@jobaps.com as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the 'My applications' button on the Current Job Openings page and clicking on the link 'last notice sent' for the respective recruitment. Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment. NOTE: All notices are generated through an automated email notification system. Replies to the email box NoReply@jobaps.com are routed to an unmonitored mailbox. If you have questions, please go to our website at www.acgov.org/hrs . You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied. Sam Gee, HR Division Manager Human Resource Services, County of Alameda Samson.Gee @acgov.org DISASTER SERVICE WORKER All Alameda County employees are designated Disaster Service Workers through state and local law. Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to report to work as ordered in the event of an emergency. EQUAL EMPLOYMENT OPPORTUNITY Alameda County has a diverse workforce, that is representative of the communities we serve, and is proud to be an equal opportunity employer. All aspects of employment are based on merit, competence, performance and business need. Alameda County does not discriminate in employment on the basis of, race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors protected under federal, state and local law. Alameda County celebrates diversity and is committed to creating an inclusive, and welcoming workplace environment. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction READ THIS ENTIRE BULLETIN FOR INSTRUCTIONS ON HOW TO REAPPLY FOR THIS RECRUITMENT THIS IS A REOPENING OF A CONTINOUS EXAMINATION. If you have previously applied or started an application for the Administrative Analyst , Examination #21-0245-01 , and choose to reapply, please contact the examination analyst,Sam Gee at samson.gee@acgov.org to have your previous application released back to you. The scores and dispositions of candidates for this examination will be merged with previous exam participants. If you have previously submitted an application and choose to reapply, your new score/disposition will replace your current disposition. Supplemental Questionnaire: A properly completed Supplemental Questionnaire must be submitted with each application. Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Failure to submit the Supplemental Questionnaire will result in disqualification. Applications and Supplemental Questionnaires will only be accepted on-line. DESCRIPTION ABOUT ALAMEDA COUNTY Alameda County is the seventh most populous county in California and is characterized by its rich diversity and culture as one of the most ethnically diverse regions in the Bay Area and the nation. It is home to over 1.6 million people living in 14 incorporated cities as well as in six unincorporated communities and rural areas throughout the 821 square miles of the County. The County enjoys a varied geography ranging from urban marinas to rolling open spaces to hillside lakes and streams. ABOUT THE ALAMEDA COUNTY ADMINISTRATOR'S OFFICE The County Administrator is responsible for the implementation of policies and decisions of the Board of Supervisors. The County Administrator's Office is composed of six units that provide and oversee programs serving the entire County. These units include Intergovernmental Affairs and Civic Engagement, Budget, Finance, Clerk of the Board of Supervisors, East Bay Economic Development Alliance, and Risk Management. The Alameda County Administrator's Office's Mission, Vision and Values are as follows: - Our Mission To enrich the lives of Alameda County residents through visionary policies and accessible, responsive, and effective services. - Our Vision Alameda County is recognized as one of the best counties in which to live, work and do business. - Our Values Integrity, honesty, respect, fiscal stewardship, commitment, accessibility, responsiveness, leadership, teamwork, diversity, environmental stewardship, social responsibility, and compassion. To learn more about the County Administrator's Office, please visit its website at: http://www.acgov.org/cao/services.htm THE VACANCIES Administrative Analysts perform a wide range of detailed and complex professional level analytical work in various program and functional areas. Incumbents perform administrative, systems, statistical and management analysis and make recommendations on Countywide and departmental organizational, budgetary, staffing, and programmatic issues and requests. Incumbents assist in the development, analysis and recommendation of Countywide policy and procedure. Incumbents play a key role in the assessment and analyses of County departments’ annual and mid-year budget requests/changes and make appropriate recommendations to the County Administrator. Incumbents will also analyze, and provide recommendations on policy, administrative, organizational, fiscal and operating issues, revenue enhancement initiatives, challenges and impacts in all assignments as well as in specific program areas, but not limited to Social Services, Public Safety, Health Care, Cable Franchise Authority, Grants Administration, Community Relations, Legislative Analysis, Countywide Budget Coordination, Capital Projects Plan Development, Debt Financing, and FEMA Coordination. Incumbents will coordinate the efforts of assigned county agencies and departments, manage special projects, and represent the County Administrator's Office in interacting with the County Board of Supervisors and their staff, County departments, other agencies, Community-Based Organizations, community groups or members of the public; and do related work as required. Administrative Analysts teams are assigned work in the following four areas: The BUDGET , PERFORMANCE & POLICY and BUDGET & FINANCE teams are responsible for assisting the County Administrator with preparation and management of the county budget, review and analysis of organizational performance and the assessment and development of policy recommendations. Team members provide budgetary, performance and policy recommendations across Countywide programs including health, safety, economic assistance and government operations. These teams are also responsible for exploring and analyzing revenue enhancement opportunities, and the development of financial forecast models. The Budget & Finance team is responsible for management of Public Financing for the County; monitors, analyzes and makes recommendations regarding financing options for County capital and program needs; manages all debt transactions; monitors all current debt; prepares and submits all required disclosures information; prepares the County's five-year Capital plan. The INNOVATION team works collaboratively with County departments and other stakeholders to identify, evaluate and implement new or improved services though a culture of continuous innovation at all levels of the organization. The team supports the ongoing success of innovation and improvement initiatives through written documentation of business requirements and processes, integration of technology, ongoing performance monitoring and alignment with organizational goals, objectives and desired outcomes. Develops and manages relationships with strategic public and private partners. The INTERGOVERNMENTAL AFFAIRS & CIVIC ENGAGEMENT (IACE) team is responsible for ensuring the County's legislative interests are represented at the State, federal and local levels; development of the annual legislative platform and analysis of legislation for impact to County programs. The team coordinates the County's public information activities, manages grant activities and Countywide projects, and develops and implements educational programs to raise awareness of County programs and services. The team provides support to the Local Agency Formation Commission. This general recruitment process will establish an eligible list that will be used to fill vacancies in the County Administrator's Office but are not limited to the program areas listed above. To review the complete job description, please visit our website: www.acgov.org/hrs THE IDEAL CANDIDATE The County Administrator’s Office is searching for individuals who have a commitment to excellence, self-directed problem-solvers with high standards for quality and an avid commitment to public service. In addition to meeting the minimum qualifications of the position, the ideal candidate will possess the following critical attributes, which include: A track record of providing high quality public service with a commitment to the ideals of implementing visionary policies and practices that reinforce strong dedication to the community; A strong understanding of local government programs and passion to provide high quality public service; Adept in identifying opportunities and taking action to build strategic relationships to help achieve business goals; A strategic thinker who can determine long-term goals as well as identify and design the best approach for achievement; Possess the ability to identify and understand complex problems and concepts, apply logical thinking and quantitative methods of gathering and analyzing information, make decisions and exercise good judgment based on available data, design solutions to problems, formulate and articulate action plans proactively and collaboratively; A solid leader who leads through aligning the organization’s vision and values and manages work groups by inspiring and advising subordinates, facilitating goal accomplishment and tracking and evaluating performance to ensure success; Exceptional communication skills , both written and oral, and the ability to communicate effectively with diverse audiences and in a variety of contexts; The ability to continue to be effective, proactive, and innovative while dealing with changing priorities and deadlines; Strong organizational skills , including the ability to prioritize tasks and work on multiple projects simultaneously; Politically astute , possessing the skills necessary for identifying, navigating and successfully interacting within the dynamics of the organization while maintaining sensitivity to the competing needs of a wide variety of internal and external stakeholders; Develops and maintains effective relationships with others ; relates well to people from diverse backgrounds and in different situations; shows understanding, courtesy, tact, empathy, concern, and politeness; Focuses on desired results and sets and achieves challenging goals; A self-starter who consistently demonstrates a willingness to commit to one's work and to invest one’s time, talent, and best efforts in accomplishing organizational goals. MINIMUM QUALIFICATIONS Administrative Analyst: Either I The equivalent of one year of full-time experience in the class of Assistant Administrative Analyst or any equivalent or higher paying class in the Alameda County classified service that will demonstrate possession of the core competencies/knowledge and abilities described below (non-classified service includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts), AND The equivalent of one additional year of full-time experience in a position requiring the use of the core competencies/knowledge and abilities described below. Or II Possession of a Baccalaureate degree from an accredited college or university, and the equivalent of two years of verifiable full time experience performing professional-level analytical work, with primary responsibility for performing duties in one or more of the following functional areas: administrative policy analysis, legislative analysis, economic analysis, budgetary analysis, complex financial/fiscal analysis and reporting, development/administration and management of contractual agreements and grants. Or III Possession of a graduate degree (Master's degree or higher) from an accredited college or university; and the equivalent of one year of verifiable full time experience performing professional-level analytical work, with duties equivalent in one or more of the following functional areas: administrative policy analysis, legislative analysis, economic analysis, budgetary analysis, complex financial/fiscal analysis and reporting, development/administration and management of contractual agreements and grants. SUBSTITUTION OF RELEVANT EDUCATION FOR EXPERIENCE (applies to Minimum Qualification pattern #II ABOVE ONLY): Unless otherwise provided for in the examination bulletin: a) all applicants seeking to use education as a substitution for the required experience as defined in pattern #2 below must submit a transcript with their application for consideration; b) County of Alameda employees seeking to use substitution pattern # 1 below must submit proof of completion of the LDP with their application. 1. For current County of Alameda employees, graduation from the County’s Leadership Development Program (LDP) may substitute for up to six months of qualifying experience. 2. Applicants who possess a baccalaureate or graduate degree and have completed 30 semester/45 quarter units of coursework from an accredited college or university 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 a closely related field of study may substitute this specialized coursework for six months of the required experience. SUBSTITUTION OF QUALIFYING WORK EXPERIENCE FOR REQUIRED EDUCATION (applies to Minimum Qualification pattern #II ABOVE ONLY): 1. Applicants who possess an Associate degree, or who have completed a minimum of 60 semester/90 quarter units from an accredited college or university, may substitute additional qualifying work experience as described above for up to two years of the required baccalaureate-level education. One year (equivalent of 2080 hours) of additional qualifying experience as defined above in Minimum Qualifications pattern # II will be considered equivalent to 30 semester units/45 quarter units. The completed course work leading to the Associate degree must be in college-level academic areas related to the essential functions of this job classification and leading toward possession of a baccalaureate degree from an accredited college or university. SPECIAL REQUIREMENTS • Incumbents in this classification may be required to represent the County Administrator and/or the County Administrator’s Office on some evenings and weekends. • Incumbents may be assigned lead responsibilities for some short or long term projects. • An incumbent may be assigned lead responsibility as administrator or lead analyst for support of the Countywide budget system. • Incumbents in this classification may be required to work some evenings and weekends. NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination. KNOWLEDGE AND SKILLS CORE COMPETENCIES, KNOWLEDGE AND ABILITIES NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the "Examples of Duties" section of this specification. Knowledge of: • Principles and practices of public administration, organization, and management. • Research techniques and sources of information and data applicable to public sector programs and services. • Principles, practices and trends related to public sector budgeting and funding sources. • Statistical and analytical techniques. • Acceptable fiscal and financial analytical practices and principles • Spreadsheets and databases to manage and analyze data. Ability to: • Identify research and gather relevant information from a variety of sources. • Read and interpret complex written materials, policies, regulations and requirements. • Analyze and evaluate data, procedures, interrelated processes and other information. • Formulate conclusions and/or alternatives and develop effective recommendations. • Use work-related computer applications, including e-mail, word processing, spreadsheets, databases and the Internet. • Prepare well-organized and accurate documents such as reports, memos, and correspondence. • Synthesize ideas, analysis and factual information and conclusions into clear and logical written statements. • Speak clearly and concisely in order to express ideas and communicate work-related information to a variety of individuals and/or groups. • Listen, ask appropriate questions and effectively elicit required information. • Establish and maintain effective working relationships with staff, officials and the general public, including a variety of individuals and groups. • Exercise sound judgment in critical situations when direction or supervision may not be available. • Identify critical sources of information and data needed to make sound and well reasoned decisions. • Effectively manage multiple priorities that may have conflicting time frames and identify and communicate solutions. • Demonstrate interpersonal sensitivity among diverse groups of County and external stakeholders. • Work effectively as a team member with peer, subordinate and management team members. • Learn to make effective use of information and reports from software and systems related to performance of the duties of this classification. • Recognize and demonstrate the application of appropriate business and political acumen. • Be flexible to changing conditions and circumstances with short notice. EXAMINATION COMPONENTS THE EXAMINATION WILL CONSIST OF THE FOLLOWING STEPS: A review of candidates' applications to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process; A review of candidates’ Supplemental Questionnaires to select the best qualified applicants to continue in the process; An oral interview which will be weighted as 100% of the candidate's final examination score. The oral interview may contain situational exercises. ** CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS EXAMINATION. ** We reserve the right to make changes to the announced examination components. Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work. To learn more about our recruitment and selection process, please visit the “What You Need to Know” section of our website, www.acgov.org/hrs Selection Plan Applicants will be informed via e-mail with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency: TENTATIVE RECRUITMENT AND SELECTION PLAN: Deadline for Filing: open until filled Review of Minimum Qualifications: TBD Screening for Best Qualified: TBD Civil Service Oral Examination**: TBD **If designated acombined oral examination/hiring interview, in addition to establishing an eligibility list, may serve as the final selection interview for vacancies in this classification. *WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN* Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County’s Reasonable Accommodation Policy and applicable statues. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing . Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statues. BENEFITS Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*: For your Health & Well-Being Medical - HMO & PPO Plans Dental - HMO & PPO Plans Vision or Vision Reimbursement Share the Savings Basic Life Insurance Supplemental Life Insurance (with optional dependent coverage for eligible employees) Accidental Death and Dismemberment Insurance County Allowance Credit Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance Short-Term Disability Insurance Long-Term Disability Insurance Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services Employee Assistance Program For your Financial Future Retirement Plan - (Defined Benefit Pension Plan) Deferred Compensation Plan (457 Plan or Roth Plan) For your Work/Life Balance 11 paid holidays Floating Holidays Vacation and sick leave accrual Vacation purchase program Management Paid Leave** Catastrophic Sick Leave Group Auto/Home Insurance Pet Insurance Commuter Benefits Program Guaranteed Ride Home Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts) Employee Discount Program (e.g. theme parks, cell phone, etc.) Child Care Resources 1 st United Services Credit Union *Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change. ** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave. Conclusion All notices related to County recruitments for which you have applied will be sent/delivered via email. Notices will be sent from Noreply@jobaps.com . Please add @jobaps.comand Noreply@jobaps.com as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the 'My applications' button on the Current Job Openings page and clicking on the link 'last notice sent' for the respective recruitment. Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment. NOTE: All notices are generated through an automated email notification system. Replies to the email box NoReply@jobaps.com are routed to an unmonitored mailbox. If you have questions, please go to our website at www.acgov.org/hrs . You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied. Sam Gee, HR Division Manager Human Resource Services, County of Alameda Samson.Gee @acgov.org DISASTER SERVICE WORKER All Alameda County employees are designated Disaster Service Workers through state and local law. Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to report to work as ordered in the event of an emergency. EQUAL EMPLOYMENT OPPORTUNITY Alameda County has a diverse workforce, that is representative of the communities we serve, and is proud to be an equal opportunity employer. All aspects of employment are based on merit, competence, performance and business need. Alameda County does not discriminate in employment on the basis of, race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors protected under federal, state and local law. Alameda County celebrates diversity and is committed to creating an inclusive, and welcoming workplace environment. Closing Date/Time: Continuous
Nevada County, CA
Nevada City, California, United States
Definition and Class Characteristics Interviews will be conducted the week of April 15, 2024 The Assessor's office is looking for a dynamic professional who loves details and has team building skills! We believe in leadership at all levels and that employee development is the key to success. Come work with us! Although not required, the ideal Administrative Analyst I candidate is knowledgeable of property tax assessment guidelines and regulations, including California Property Tax Rules and Board of Equalization requirements as they apply to the following: Property assessment and reassessment as driven by transfers of ownership and new construction, including when special exclusions apply. Change-in-ownership variations including partial interest transfers, multiple time frame transfers and application of the numerous voter approved propositions such as Propositions 19 and 8. Exemptions which can be applied, such as the homeowners' exemption, disabled veterans exemptions, welfare, religious and church exemptions which might be personal to the owner(s) or may be institutional. Supplemental bills, or partial taxable year values and the ability to explain these rules and how they impact taxpayers. Tax-saving value reductions due to calamities affecting taxpayers. Special usage and assessments include Williamson Act, Mills Act, Timber Preserves, possessory interests and foreign improvements. Definition and Class Characteristics Under direction, provides technical assistance with fiscal, budgetary, and policy issues; performs basic analysis of proposed legislation; assists in the preparation and discussion of contracts. Administrative Analyst I is the first level within the series, while the Administrative Analyst II is encouraged to perform the full range of duties with little direct supervision. The Senior Administrative Analyst addresses the most sophisticated, unusual and consequential issues and serves as a professional resource to other office staff! Knowledge and Skills Required The right candidate will have knowledge of the principles and practices of public and fiscal administration, policy establishment including budget preparation and expenditure control. Also useful is knowledge of laws, rules, and regulations affecting the activities of County government and assessment practices, including taxation policies and the various sources of local government funding. Examples of Duties Prepares staff studies and recommendations and provides general technical assistance to management. May present reports, resolutions and ordinances before the Board of Supervisors and other groups. Assists with preparation of budget and expenditures and makes recommendations and presentation of budgets. Supervises and coordinates various divisions within the Department. Personnel representative for the Assessor's department. Skill in: Conducting research and analyses and preparing comprehensive reports Expository and business writing Understanding, interpreting and applying rules, regulations and guidelines Researching and interpreting legislative activities affecting assigned area Assisting with the administration of County programs Representing County policies and programs with other government agencies and the general public Communicating thoughtfully and constructively with County staff, elected officials, and members of the public on a variety of topics Education and Experience Required Level I: Bachelor's degree in public administration, business administration, economics or a related field from an accredited college or university, and one year of experience in administrative, budget or personnel analysis, preferably in a public agency. Additional qualifying experience may be substituted for the required education on a year for year basis to a maximum of two years. Level II: (in addition to the above) Two years of experience at a level equivalent to Nevada County's classification of Administrative Analyst I. Why Nevada County? Our leadership values employee development and engagement, promotes open and clear communication, sets us up to be a high-performing organization, and recognizes individual contributions. We fully support leadership at all levels in our office. Our team connects with and supports our community, listens to our citizens, and provides relevant solutions to support our county in funding necessary services. This is a full-time, fully benefited position. The County of Nevada offers an extensive benefit package including, but not limited to, a generous leave program; 11 standard holidays and 2 floating holidays; CalPERS retirement; medical, dental, vision, and life insurance; a flexible spending account (FSA); a dependent care account (DCA); and a deferred compensation plan including 401(a), 457(b), and Roth options. In addition to a County-wide tuition reimbursement program. Nevada County is a qualifying employer for the Public Service Loan Forgiveness (PSLF) program through the Department of Education. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided with reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation. Candidates are encouraged to apply to both levels of this position. Want to learn more about the Administrative Analyst I? To review the job description, please click here . Benefits Guide The Benefits Guide is a comprehensive document for employees of the County of Nevada. Information contained in this summary of benefits is not a binding document. Refer to specific unit summaries and agreements (MOUs) for additional benefit information for each employee group. Health Insurance The County sponsored plan for 2024 is the PERS Gold PPO, but you can also choose plans from providers such as Anthem, Blue Shield, and PORAC (if you are a member) to suit your needs. 2024 Health Insurance Plans Anthem Select HMO Anthem Traditional HMO Blue Shield CalPERS Access+ HMO Blue Shield Trio HMO Kaiser HMO PERS Gold PPO (County sponsored plan) PERS Platinum PPO PORAC (Available to PORAC members only) Flexible Spending Accounts The County offers employees the option to contribute to a pre-tax medical FSA and dependent Care FSA. Life Insurance Voya is the County's life insurance provider. We offer the following products through Voya: Basic Accidental Death and Dismemberment Basic Term Life Optional Accidental Death and Dismemberment plans Optional Dependent Term Life Optional Term Life Dental & Vision Insurance Nevada County employees can opt to receive dental and vision insurance without opting for health insurance coverage as well. This will give employees more flexibility to match their choice of insurance plans to their specific needs. Delta Dental is the dental provider offered through Nevada County and VSP Vision Care is our vision care provider. Retirement The County is a member of the CalPERS retirement system and provides the opportunity for voluntary contributions to a 457 deferred compensation account through Nationwide by way of pre-tax and Roth payroll deductions. CalPERS Miscellaneous Tiers: Tier 1 (Classic-former employee originally hired on or before 12/13/12 and are returning to Nevada County) 2.7% @ 55 Tier 2 (Hired by a CalPERS employer between 12/14/12-12/31/12 and coming to Nevada County with less than 6 months between separation from former CalPERS employer and hire date with Nevada County) 2%@60 Tier 3 (Hired by first CalPERS employer on or after 1/1/13 or having a break in service of more than six months between another CalPERS employer and Nevada County) 2%@62 CalPERS Safety tiers: Tier 1 (Classic-former employees originally hired on or before 12/13/12 and are returning to Nevada County) 3% @ 50. Tier 2 (Hired by a CalPERS employer between 7/2411-12/31/12 and coming to Nevada County with less than 6-months between separation from former CalPERS employer and hire date with Nevada County) 3% @ 55. Tier 3 (Hired by any CalPERS employer on or after 1/1/13) 2.7% @ 57. We encourage you to visit the CalPERS home page, www.calpers.ca.gov , to search related information about the retirement plans noted here so that you fully understand what your retirement formula means to you. NEVADA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER Any information on this page or documents and links are subject to change without notice. Nevada County Human Resources Department 950 Maidu Avenue, Nevada City, CA 95959 (530) 265-7010 option 2 Human.resources@nevadacountyca.gov www.nevadacountyca.gov Closing Date/Time: 4/8/2024 5:00 PM Pacific
Mar 19, 2024
Full Time
Definition and Class Characteristics Interviews will be conducted the week of April 15, 2024 The Assessor's office is looking for a dynamic professional who loves details and has team building skills! We believe in leadership at all levels and that employee development is the key to success. Come work with us! Although not required, the ideal Administrative Analyst I candidate is knowledgeable of property tax assessment guidelines and regulations, including California Property Tax Rules and Board of Equalization requirements as they apply to the following: Property assessment and reassessment as driven by transfers of ownership and new construction, including when special exclusions apply. Change-in-ownership variations including partial interest transfers, multiple time frame transfers and application of the numerous voter approved propositions such as Propositions 19 and 8. Exemptions which can be applied, such as the homeowners' exemption, disabled veterans exemptions, welfare, religious and church exemptions which might be personal to the owner(s) or may be institutional. Supplemental bills, or partial taxable year values and the ability to explain these rules and how they impact taxpayers. Tax-saving value reductions due to calamities affecting taxpayers. Special usage and assessments include Williamson Act, Mills Act, Timber Preserves, possessory interests and foreign improvements. Definition and Class Characteristics Under direction, provides technical assistance with fiscal, budgetary, and policy issues; performs basic analysis of proposed legislation; assists in the preparation and discussion of contracts. Administrative Analyst I is the first level within the series, while the Administrative Analyst II is encouraged to perform the full range of duties with little direct supervision. The Senior Administrative Analyst addresses the most sophisticated, unusual and consequential issues and serves as a professional resource to other office staff! Knowledge and Skills Required The right candidate will have knowledge of the principles and practices of public and fiscal administration, policy establishment including budget preparation and expenditure control. Also useful is knowledge of laws, rules, and regulations affecting the activities of County government and assessment practices, including taxation policies and the various sources of local government funding. Examples of Duties Prepares staff studies and recommendations and provides general technical assistance to management. May present reports, resolutions and ordinances before the Board of Supervisors and other groups. Assists with preparation of budget and expenditures and makes recommendations and presentation of budgets. Supervises and coordinates various divisions within the Department. Personnel representative for the Assessor's department. Skill in: Conducting research and analyses and preparing comprehensive reports Expository and business writing Understanding, interpreting and applying rules, regulations and guidelines Researching and interpreting legislative activities affecting assigned area Assisting with the administration of County programs Representing County policies and programs with other government agencies and the general public Communicating thoughtfully and constructively with County staff, elected officials, and members of the public on a variety of topics Education and Experience Required Level I: Bachelor's degree in public administration, business administration, economics or a related field from an accredited college or university, and one year of experience in administrative, budget or personnel analysis, preferably in a public agency. Additional qualifying experience may be substituted for the required education on a year for year basis to a maximum of two years. Level II: (in addition to the above) Two years of experience at a level equivalent to Nevada County's classification of Administrative Analyst I. Why Nevada County? Our leadership values employee development and engagement, promotes open and clear communication, sets us up to be a high-performing organization, and recognizes individual contributions. We fully support leadership at all levels in our office. Our team connects with and supports our community, listens to our citizens, and provides relevant solutions to support our county in funding necessary services. This is a full-time, fully benefited position. The County of Nevada offers an extensive benefit package including, but not limited to, a generous leave program; 11 standard holidays and 2 floating holidays; CalPERS retirement; medical, dental, vision, and life insurance; a flexible spending account (FSA); a dependent care account (DCA); and a deferred compensation plan including 401(a), 457(b), and Roth options. In addition to a County-wide tuition reimbursement program. Nevada County is a qualifying employer for the Public Service Loan Forgiveness (PSLF) program through the Department of Education. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided with reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation. Candidates are encouraged to apply to both levels of this position. Want to learn more about the Administrative Analyst I? To review the job description, please click here . Benefits Guide The Benefits Guide is a comprehensive document for employees of the County of Nevada. Information contained in this summary of benefits is not a binding document. Refer to specific unit summaries and agreements (MOUs) for additional benefit information for each employee group. Health Insurance The County sponsored plan for 2024 is the PERS Gold PPO, but you can also choose plans from providers such as Anthem, Blue Shield, and PORAC (if you are a member) to suit your needs. 2024 Health Insurance Plans Anthem Select HMO Anthem Traditional HMO Blue Shield CalPERS Access+ HMO Blue Shield Trio HMO Kaiser HMO PERS Gold PPO (County sponsored plan) PERS Platinum PPO PORAC (Available to PORAC members only) Flexible Spending Accounts The County offers employees the option to contribute to a pre-tax medical FSA and dependent Care FSA. Life Insurance Voya is the County's life insurance provider. We offer the following products through Voya: Basic Accidental Death and Dismemberment Basic Term Life Optional Accidental Death and Dismemberment plans Optional Dependent Term Life Optional Term Life Dental & Vision Insurance Nevada County employees can opt to receive dental and vision insurance without opting for health insurance coverage as well. This will give employees more flexibility to match their choice of insurance plans to their specific needs. Delta Dental is the dental provider offered through Nevada County and VSP Vision Care is our vision care provider. Retirement The County is a member of the CalPERS retirement system and provides the opportunity for voluntary contributions to a 457 deferred compensation account through Nationwide by way of pre-tax and Roth payroll deductions. CalPERS Miscellaneous Tiers: Tier 1 (Classic-former employee originally hired on or before 12/13/12 and are returning to Nevada County) 2.7% @ 55 Tier 2 (Hired by a CalPERS employer between 12/14/12-12/31/12 and coming to Nevada County with less than 6 months between separation from former CalPERS employer and hire date with Nevada County) 2%@60 Tier 3 (Hired by first CalPERS employer on or after 1/1/13 or having a break in service of more than six months between another CalPERS employer and Nevada County) 2%@62 CalPERS Safety tiers: Tier 1 (Classic-former employees originally hired on or before 12/13/12 and are returning to Nevada County) 3% @ 50. Tier 2 (Hired by a CalPERS employer between 7/2411-12/31/12 and coming to Nevada County with less than 6-months between separation from former CalPERS employer and hire date with Nevada County) 3% @ 55. Tier 3 (Hired by any CalPERS employer on or after 1/1/13) 2.7% @ 57. We encourage you to visit the CalPERS home page, www.calpers.ca.gov , to search related information about the retirement plans noted here so that you fully understand what your retirement formula means to you. NEVADA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER Any information on this page or documents and links are subject to change without notice. Nevada County Human Resources Department 950 Maidu Avenue, Nevada City, CA 95959 (530) 265-7010 option 2 Human.resources@nevadacountyca.gov www.nevadacountyca.gov Closing Date/Time: 4/8/2024 5:00 PM Pacific