Departmental Personnel Officer I
|Filing Deadline||6/10/2013 5:00:00 PM|
|Salary||$30.69 - $44.07/hour; $63,835.20 - $91,665.60/year|
Permanent Full-Time Employment
|HR Analyst||Janet Sapenter|
THIS IS A NEW ASSEMBLED EXAMINATION. The eligible list resulting from this examination will cancel any existing list and may last approximately one year, but can be extended.
Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 pm on the Last Day for Filing. Applications and Supplemental Questionnaires will only be accepted on-line. Failure to submit both documents will result in disqualification.
Departmental Personnel Officers perform professional, human resources management work in a County department or agency assisting, developing and maintaining a program of human resources management and administration including, recruitment/staffing, workforce planning, training and development, examination development and administration, employee selection, position classification, performance evaluations, affirmative action, disciplinary and grievance procedures and employee relations; and they perform other related duties as needed.
In addition to meeting the minimum qualifications stated below, the Departmental Personnel Officer (Generalist position) will possess the following critical attributes:
- Strong customer service orientation
- Natural ability to be a self motivator
- Excellent creativity
- Astute understanding of the business environment (public vs. private)
- Skills in workforce development
- Awareness of management's needs
- Ability to provide strong guidance and advice during progressive disciplinary procedures.
The Ideal Candidate within the Social Services Agency will bring to the position a solid employee relations background providing the Agency with the expertise to:
- Communicate with and provide timely support and advice to the department and divisions
- Assist & advise Departments on all employee relations matters (i.e. disciplinary, coaching & developing, evaluations, performance improvement plans, etc).
- Investigate disciplinary issues and matters, and work with Labor Unions to resolve those issues
- Conduct related training activities
- Assist in the writing of Notices of Intent
- Update Policies & Procedures
- Serve as Back-up to Civil Rights Officer
The equivalent of one year of full-time experience as a Departmental Personnel Officer Trainee or Human Resource Analyst I in the Alameda County classified service (non-classified includes District Attorney's Office, Hospital Authority, and the Consolidated Courts).
Possession of a Bachelor's degree in a relevant field from an accredited college or university.
The equivalent of three years of full time professional level human resources management experience involving compensation analysis, workforce planning, training and development, recruitment/staffing employee relations, requiring the use of the knowledge and skills described in this specification.
NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.
KNOWLEDGE AND SKILLS
The most suitably qualified candidates will posses the following competencies:
Recruitment & Staffing
• Public personnel administration including job analysis and position classification, conducting audits, wage and salary administration, recruitment and personnel selection, employer-employee relations, and training.
• Federal, State and local laws, rules and guidelines relating to the hiring process and other areas of personnel-related activities.
• Internal workforce assessment techniques & employment policies, practices, & procedures
• Federal, State and local laws, rules and guidelines relating to the hiring process and other areas of human resource-related activities.
• Successful recruiting strategies to attract high caliber diversity candidates.
Employee & Labor Relations
• Knowledge of labor relations laws, practices, and trends
• Progressive discipline
• Grievance resolution
• Consultative & coaching skills with managers
• Investigative and interview techniques
• Labor relations laws, practices and trends.
Health & Safety
• Federal, State and Local workplace health, safety, security & privacy laws & regulations.
• Enforcing procedures of workplace safety, health & security.
• Awareness of potential violent behavior and workplace violence conditions.
• Demonstrate commitment to the county's mission, credo, and goals.
• Be visionary, strategic, and innovative, working with change.
• Collaborate with other agencies and departments to meet overall countywide needs while leveraging financial and other resources.
• Use business acumen to build a strong organization that delivers results.
• Use interpersonal skills to communicate effectively.
• Promote personal and professional growth for self and others.
• Provide the highest level of service delivery to diverse customers.
• Work effectively as a member and leader of diverse teams.
• Plan and organize workload.
• Demonstrate interpersonal sensitivity
• Be flexible
• Create HR policies, programs, and services with Diversity imbedded.
• Create employee programs that will demonstrate to the community the organization's commitment to Diversity.
The examination will consist of the following steps: 1) Candidates' applications will be reviewed 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. 2) Supplemental Questionnaires will be reviewed to select the best qualified applicants to continue in the process. 3) An oral interview will be weighted as 100% of the candidates' final examination score. The oral interview may contain situational exercises. CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS RECRUITMENT. 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.
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 SELECTION PLAN
Deadline for Filing: 5:00 p.m. Monday, June 10, 2013
Review of Minimum Qualifications: Friday, June 25, 2013
Review of Supplemental Questionnaire for Best Qualified: Friday, July 12, 2013
Panel Interviews: Wednesday, July 31, 2013
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) of 1990, and Alameda County Resolution No. R-83-773. To request an accommodation due to a disability during this or other phases of the selection process, please contact the Human Resource Services Department before the final filing deadline. Alameda County Human Resources Services will require documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a permanent disability pursuant to the U.S. Equal Employment Opportunity Commission's statute of the Americans with Disability Act of 1990, as amended, and/or the California Department of Fair Employment and Housing (DFEH) Act.
For more information regarding our Reasonable Accommodation procedures, please visit our website, www.acgov.org/hrs
**WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN.
ABOUT THE COUNTY
Alameda County, located on the east side of San Francisco Bay, is California's seventh-largest county. The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion. Oakland, the County seat, is California's eighth largest city. One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas. As a major urban county, Alameda provides a full range of services to its citizens. The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles. The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities.
MANAGEMENT EMPLOYEE BENEFITS
The County offers HMO and PPO medical plans. The County has two contributions structures, 1) County contributes 100% of the lowest cost HMO; or 2) County contributes 90% of the HMO plans and 90% of the lowest cost HMO towards the PPO. The County contribution can be prorated based on the number of work hours up to 50% of the standard hours in a pay period. Employees pay any additional premium costs if they chose an alternate HMO or PPO Plan. If an eligible employee waives all medical coverage through the County, a monthly stipend may be provided.
The County offers two Dental Plans: PPO and Dental Maintenance Option (DMO). The County contributes up to 100% of the family coverage for both plans as long as the employee works at least 50% of the standard hours in a pay period. The PPO option plan design is 100% Preventative, 80% Basic Care, 80% Major Care with a $45 per individual deductible and annual maximum up to $1,450 per. The DMO option has an orthodontic benefit for children as well as adults.
The County offers two Voluntary Vision Plans through Vision Service Plan (VSP) for eligible employees. The two plans consist of a low option and a high option that offer annual eye exams and coverage for various frames and lenses. The Voluntary Vision Plan is 100% employee paid and available to employees and their dependents. In addition, an annual eye exam is covered for participants in the HMO Medical Plans with corresponding co-pay.
The County pays for a Basic Life Insurance policy of $25,000. Supplemental Life Insurance for an employee can be purchased in $10,000 increments up $1,000,000. Supplemental Life Insurance can also be purchased for spouse/domestic partner and/or eligible dependent children.
ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE
An employee can purchase either a policy for themselves or a family policy in $25,000 increments up to $500,000.
COUNTY ALLOWANCE DOLLARS
The County provides up to $2900 of flex dollars annually, dependent upon the management employee's represented or unrepresented classification. These flex dollars can be used to pay for medical, Supplemental Life and/or AD&D premiums. The unused portion of these flex dollars are deposited into a Health Flexible Spending Account for the management employee, which can be used for unreimbursed medical expenses.
HEALTH FLEXIBLE SPENDING ACCOUNT
Employees may opt to salary contribute on a pre-tax basis up to $10,000 for eligible out of pocket medical, dental and vision expenses such as: prescription co-pays, office visit co-pays, prescription eye glasses or contact lenses.
DEPENDENT CARE ASSISTANCE PROGRAM
For employees who have either children under age 13 or dependents (parent, sibling or in-law incapable of self-care) that are dependent upon the employee for care can contribute salary on a pre-tax basis up to $5,000 annually. These pre-tax dollars can be used to pay for day care expenses provided by a licensed facility.
For the 2011 Plan Year, an employee can set aside up to $230 a month in pre-tax dollars to pay for qualified work-related parking and commuting to and from work transit fees.
Eleven paid holidays plus two or four floating holidays depending on the union bargaining unit. Represented management employees are entitled up to three additional days of management paid leave. Unrepresented management employees are entitled up to seven days of management paid leave.
VACATION AND SICK LEAVE WITH PAY
Vacation accrual ranges from two weeks to five weeks depending upon years of service and the union bargaining unit to which the position is assigned. Sick leave accrues at the approximate rate of one-half day per bi-weekly pay period. Exact rate is based on the union bargaining unit and is defined in the corresponding Memorandum of Understanding.
VACATION PURCHASE PROGRAM
The County allows you to purchase one or two additional weeks of vacation through payroll deduction. Exact benefit is based on the union bargaining unit and is defined in the corresponding Memorandum of Understanding.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The County has an EAP available for employees, spouses/domestic partners and eligible dependents. This program provides services such as: counseling, financial consulting, child and elder care consulting and some legal counseling.
DISABILITY or INCOME REPLACEMENT
Two voluntary plans are offered: Short-term Disability and Long-term Disability can be purchased through a payroll deduction or with accrued vacation hours depending upon the union bargaining unit.
LONG TERM CARE
This voluntary benefit extends care for yourself and/or your spouse and/or your parents who experience a serious accident, chronic illness or frailties of old age. Places where care can be provided are: in one's home, at a nursing home, at an assisted living facility or adult day care center.
The County retirement program is a Defined Benefit plan and is governed under the provisions of the 1937 Act. The County's retirement is based on one's age upon entrance, compensation, years of service and specific percentage of employee/employer contributions with the County's portion vesting after five years of employment. (With regard to Project positions - Regularly appointed incumbents in full-time, non-project positions in the Alameda County classified service who are current members of the retirement system and who are appointed, without a break in service or status to a project position can elect to remain in the retirement system. Individuals hired into a project position and subsequently appointed to full-time, non-project positions become members of the retirement system at the time of the regular appointment. Computations and determinations of eligibility for retirement shall be based on the date of the regular appointment, with entitlements being prospective from that date.)
The County offers a Deferred Compensation program where an eligible employee can voluntarily contribute on a pre-tax and/or after-tax basis, a minimum of $20 per pay period up to the total annual contribution limit.
Those claiming additional preference points as a VETERAN must submit a copy of the DD214 form on the day of the oral examination. Those claiming additional preference points as a DISABLED VETERAN must submit a copy of the DD214 form and a letter from the Department of Veteran Affairs confirming eligibility for additional points on the day of the oral examination.
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disability Act (ADA) of 1990, and Alameda County Resolution No. R-83-773. To request reasonable accommodation, you must notify the Human Resource Representative listed on this bulletin as soon as possible and before the last day to file, in order to make the necessary arrangements during each step of the examination process. (510) 272-3703 (TDD)
DISASTER SERVICE WORKER
All government employees are disaster service workers as defined by California Government Code Section 3100. In addition to everyday duties, employees have the added responsibility of helping throughout any disaster.
DMV EMPLOYER PULL NOTICE PROGRAM
All county employees who drive on county business are required to enroll in the California Department of Motor Vehicles Employer Pull Notice Program in an effort to promote driver safety. Employees’ driver record reports will be released to the County Safety Officer in Risk Management to ensure that employees have valid driver’s licenses and are eligible to drive on county business.
An applicant's previous employment may be investigated. Results of this investigation may be cause for disqualification. Also, all convictions will be reviewed and may result in a request for additional information or termination of employment. A conviction record will not necessarily disqualify an applicant from employment. Each case will be given individual consideration, based on job-relatedness.
All prospective county employees must pass a medical examination before beginning employment. For positions which require a commercial driver's license and the performance of functions defined as "safety sensitive," Federal law and County policy requires that the examination include a drug screening process. Offers of employment are conditional upon successful completion of this examination.
Alameda County is an Equal Opportunity/Affirmative Action employer. Women, ethnic and racial minorities and persons with disabilities are encouraged to apply. Applicants will be considered without regard to their race, color, religion, sex national origin, age, disability, sexual orientation, or any other non-job-related factor.
Please take the steps recommended above to insure 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 alamedacountyHR@acgov.org 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 bulletin for the recruitment for which you have applied.
Janet Sapenter, Human Resources Consultant
Human Resource Services Division, County of Alameda