Personnel Analyst

Classes in the Personnel Analyst series perform a wide variety of professional level duties in the areas of recruitment, selection, classification, salary administration, equal employment opportunity, employee/labor relations, employee development, training, and other human resources programs. Definition Classes in the Personnel Analyst series perform a wide variety of professional level duties in the areas of recruitment, selection, classification, salary administration, equal employment opportunity, employee/labor relations, employee development, training, and other human resources programs. Distinguishing Characteristics Personnel Analyst is the journey level professional work in one or more of the following functions: recruitment and selection, classification and compensation, salary administration, employee relations and departmental human resources programs. Positions in this class are distinguished from positions in the lower class of Personnel Technician by the more complex, varied, and professional nature of assignments, an understanding of human resources theories and principles, and the requirement for use of independent judgment. Personnel Analysts receive general supervision from a higher level professional or management position and may provide direction or instruction to lower level technical and clerical personnel. Senior Personnel Analyst is the advanced journey/lead worker level. Incumbents are assigned a variety of human resources assignments without detailed instructions or guidance. Senior Personnel Analysts are distinguished from Personnel Analyst by providing lead direction and training to other Personnel Analysts, technicians and/or clerical staff, and personally performing the more complex and/or specialized assignments requiring thorough analysis, extensive research, unusual or original solutions, and interdepartmental coordination. Senior Personnel Analysts receive general supervision from a higher level professional or management position and may provide direct or indirect supervision to lower level professional, technical, and/or clerical personnel. The Personnel Analyst series differs from other analytical classes, such as the Administrative Services Officer by its emphasis on human resources administration rather than general administrative responsibilities. It is distinguished from the Employee Relations series by the latter's emphasis on the County's labor relations program. Examples of Duties, Knowledge, and Abilities Duties may include, but are not limited to, the following: Personnel Analyst • Analyzes requests and assignments related to organizational structure, salary levels, classification, examining procedures and other human resources functions. • Develops and evaluates alternative methods for solving human resources issues, and prepares reports of findings and recommendations for solutions. • Analyzes duties and responsibilities in accordance with recognized practices to determine job content for purposes of examination development, position classification, compensation, and performance reviews; interviews incumbents and supervisors, and determines and/or recommends appropriate testing and allocation of positions. • Develops new or revised classes based on job studies; prepares complete class specifications and recommends adoption or revision of specifications. • Gathers, tabulates and analyzes salary and benefits data; recommends maintenance or revision of the salary structure. • Develops and validates examinations; constructs items for written tests in accordance with recognized psychometric principles; and assists in designing other selection devices and test batteries. • Plans and conducts recruitment activities; analyzes staffing requirements, market trends and applicant sources; and develops publicity and advertisement campaigns. • Evaluates examination protests and appeals; prepares responses; and explains examination methods and results to departments and agencies, applicants/candidates, and the general public. • Represents the County in the resolution of unemployment insurance claims, including claims administration, account monitoring, establishing and maintaining of administrative procedures, providing information and coordinating with County departments on eligibility standards, claims investigations, record keeping requirements, and other program related matters. • Writes reports on human resources matters that may be controversial and would include presentation of research data, definition of problems, and evaluation of alternative solutions. • Gives oral presentations before commissions, departments, employee groups, etc. • Assists in designing and conducting employee training modules and orientation programs; develops and utilizes specialized training aids. • Confers with departmental officials on classification, compensation, and other human resources matters as they relate to particular projects assigned. • In a line department, may assist in investigating and disposing of grievances, in researching legislation and case law, and in other labor relations' activities. • Oversees the preparation of payroll documents and timesheet data entry into the personnel/payroll system. • Oversees the processing of new employees, employee terminations, leaves of absence, and other personnel actions. • Gathers, assembles, preserves, and reports information to prepare notice of proposed disciplinary action, pre-discipline (Skelley) hearing report, or order of disciplinary action connected with employee discipline cases. • Investigates, prepares findings, and makes recommendations regarding complaints of unlawful discrimination or harassment. • Performs related duties as assigned. Senior Personnel Analyst In addition to the duties of the Personnel Analyst identified above, the Senior Personnel Analyst performs the following duties: • Plans, coordinates and conducts large and/or highly sensitive and political classification studies that may involve multiple job classes and/or cross departmental lines; recommends allocation of positions to appropriate classes. • Performs the more difficult work related to the development of class specifications and allocation standards. • Plans, conducts, and/or oversees salary and total compensation surveys; tabulates and analyzes salary survey data; and makes recommendations on compensation matters. • Plans, recommends, and carries out recruitment programs; coordinates intensive recruitment efforts with operating departments; and develops sources of qualified applicants. • Develops, analyzes, evaluates and administers written, oral, and performance examinations and other selection instruments. • Coordinates, performs, and/or has lead responsibility for a variety of human resources services, such as recruitment, examination and classification within a centralized human resources agency or department, or for a large department or group of smaller departments. • Designs, coordinates, conduct, and evaluate in-service training programs. • Plans, participates in, and evaluates special projects requiring coordination of activities across departmental and functional lines, to include the responsibility of project leadership over other professional and technical staff. • Provides professional and technical advice and assistance to line departments on a variety of human resources issues and problems; performs specialized research, analyzes requests, and determines steps required to reach a conclusion or desired result; analyzes data and makes or reviews recommendations to boards and commissions regarding human resources issues. • Analyzes the effect of new laws or administrative regulations on human resources programs, and prepares policies and designs procedures and forms for implementation. • Monitors professional human resources services contracts; assists departments in the preparation of human resources contract proposals; and assures compliance with terms of existing contracts. • In a line department, handles the investigation and disposition of grievances; advises on grievance processing and dealing with disciplinary matters; interprets provisions of Memoranda of Understanding with employee organizations; meets with employee organization representatives to discuss issues and attempt to arrive at a solution. • Assists departments in implementing programs to achieve diversity in the work force which is reflective of the local community; identifies needs and helps develop goals and objectives; investigates complaints and allegations of discrimination; acts as a liaison between the County and minorities, women, disabled or disadvantaged members of the community. • Performs related duties as assigned. QUALIFICATIONS Note: The level and scope of the knowledge and skills listed below are related to job duties as defined under Distinguishing Characteristics. Knowledge of: Personnel Analyst • Principles of public sector human resources administration • Principles and methods of position classification, examination development, job analysis and organization in the public sector; accepted practices to determine job content, evaluate complexity and difficulty of job duties, and identify required skills, knowledge and abilities • Principles and techniques of job analysis, position classification, and examination construction • Methods of presenting training material to groups • Methods for obtaining and evaluating salary and total compensation data • Basic uses of information systems as a tool in the performance of human resources functions • Principles of employee selection • Basic statistical methods used in selection and other human resources programs • Communication skills and techniques used for gathering, evaluating, and transmitting information • Techniques for interviewing, counseling and instructing, and facilitating group discussions • Operate a variety of office equipment such as computers, scanners, copiers, faxes, etc. Senior Personnel Analyst In addition to the knowledge of the Personnel Analyst identified above, the Senior Personnel Analyst should possess knowledge of: • Principles and practices of establishing comparability, collecting and comparing salary data and benefit information, statistical sampling and analysis, and the structural, internal, and market influences affecting wage determinations • Concepts, instructional methods, training aids and materials necessary for developing, implementing and evaluating training programs • Methodology for determining reliability and validity of written, oral, and performance tests • Methods for developing and evaluating special employment programs • Interviewing practices, application forms and other screening and examining techniques • Test construction, analysis, and evaluation • Federal, state and local legislation and major court decisions pertaining to equal employment opportunity and affirmative action programs • Socio-economic, language, and cultural barriers affecting minorities, women, and disadvantaged segments of the community • Preparation and presentation of oral and written technical reports and research projects • Principles and practices of administering contracts with employee organizations, processing grievances, and dealing with disciplinary matters • Principles of supervision and training Ability to: Personnel Analyst • Understand, interpret and apply human resources laws, rules, regulations, standards, and procedures • Interpret and apply equal opportunity laws, civil service regulations, and provisions of contracts, ordinances, and negotiated agreements and other regulations or policies relating to human resources • Identify and describe problems • Analyze, compare, prioritize and evaluate complex data • Develop and evaluate alternative solutions, and identify consequences of decisions and recommendations • Present data clearly and concisely, orally and in writing, to convey concepts and/or conclusions • Prepare technical reports and research • Speak effectively to groups • Meet time deadlines • Work under pressure and deal with emotional and/or confrontational situations Senior Personnel Analyst In addition to the abilities of the Personnel Analyst identified above, the Senior Personnel Analyst should possess the ability to: • Exercise independent judgement and initiative • Perform difficult and complex professional human resources work • Collect and evaluate data; define and select alternatives; draw conclusions; formulate recommendations; and project consequences of recommendations • Train and provide project direction to other professional, technical, and paraprofessional staff • Develop, administer, analyze, and evaluate tests for a variety of occupations • Speak and write effectively • Plan and coordinate major projects • Use information systems as a tool in the performance of human resources work • Secure cooperation of operating officials in accepting and carrying out sound human resources management practices • Function under stressful conditions and in emotional and/or confrontational situations requiring instructing, persuading and motivating people Minimum Qualifications Personnel Analyst Either: 1. One year of experience in the class of Personnel Technician (formerly titled Personnel Assistant) in Sacramento County service, And Completion of 60 semester (90 quarter) units from an accredited college or university. (Note: An additional (2) two years of experience performing the duties of a Personnel Technician, formerly Personnel Assistant, in Sacramento County Service, may substitute for the above educational requirement). Or: 2. Bachelor's degree or higher from an accredited college or university in business or public administration, human resources management, psychology, labor relations or a closely related field, and one year of professional experience in human resources work. Completion of a master's degree in a closely related field from an accredited college or university in one of the above areas of study may substitute for the experience requirement. Or: 3. Satisfactory completion of at least one year of service as a student intern in Sacramento County service in an area of assignment including classification and pay, test validation and development, employee/labor relations, compensation, organizational/human resources management, affirmative action, and/or recruitment and selection. And Completion of a Bachelor's degree or higher from an accredited college or university in business or public administration, human resources management, psychology, sociology, labor relations or a closely related field. Senior Personnel Analyst Either: 1. Two years of experience in the class of Personnel Analyst or comparable class in Sacramento County Service, Or: 2. Bachelor's degree or higher from an accredited college or university in business or public administration, human resources management, psychology, labor relations or closely related field, and three years of progressively responsible and difficult professional experience in human resources work. Completion of a master's degree in a closely related field from an accredited college or university may substitute for one year of the experience requirement. License Certificate Registration Requirement: Some positions in these classes require that incumbents possess and maintain a valid California driver's license, Class C or higher. Individuals who do not meet this requirement due to a physical disability will be reviewed on a case-by-case basis. Other Requirement: Some positions in these classes require that incumbents work evenings and weekends on a periodic basis. Probationary Period and Class History Information Twelve (12) months Adopted: 09/01/55 Revised: 11/9/01 Retitled: Class Code: 28218 Schematic Code: 26171C EEO Code: 02 Rep Unit: 080

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