This is a Position-Based Test conducted in accordance with Rule 111A of the San Francisco Civil Service Commission Rules.
Note: This announcement has been amended to extend the filing date.
The application filing deadline for this examination announcement is March 22, 2013 but may be extended for additional recruitment purposes.
0923 Manager II
Assistant Payroll Director II
Under general direction of the Payroll Director, this position assists the Director by managing the Operations of the Payroll and Personnel Services Division (PPSD). This position is responsible for overseeing technical changes to the mainframe computer system and the client/server time entry system, assuring quality control of all system changes and payroll upgrades. In addition, this position is responsible for managing projects such as: Calendar Year-end and Fiscal Year-end payroll processing, and coordinating with Employee Relations on the impact of negotiated agreements between the City and the Labor unions. Duties also include managing subordinate supervisors and staff to complete payroll operations in a timely manner. This position will co-direct the division with one other Assistant Director II of Payroll in the absence of the Director, and may act solely as the Director in their absence.
- Plans and directs all operational aspects of the division through subordinate supervisors to produce a bi-weekly payroll accurately and on time.
- Reviews technical and operational issues and problems; analyzes the alternatives and recommends detailed solutions to all levels of management in division.
- Develops and manages project plans through subordinate staff to implement high priority projects such as system upgrades.
- Represents the Division during the annual citywide audit and assures compliance with regulations.
- Ensures that all citywide policies and guidelines are adhered to by maintaining a quality assurance process, which reviews procedures, manuals, training and site visits.
- Maintains expertise on all Federal and State payroll regulations to guarantee compliance with all applicable laws.
- Reviews the contingency plan to ensure it is applied and implemented successfully in the event of a disaster.
- Manages subordinate supervisors and staff to ensure organizational and divisional goals.
- Possession of a baccalaureate degree from an accredited college or university, preferably with major coursework in business administration, accounting, finance or a closely related field; AND
- Six (6) years of recent experience managing and administering the activities of a large (500 employees paid on a bi-weekly period) complex automated payroll system or related Payroll/Human Resource function.
- Experience managing a Payroll Department in the Public Sector.
- PeopleSoft Human Capital Management (HCM) 9.0 applications experience.
- Experience complying with Federal, State and local laws as related to Payroll and Personnel policies.
- Experience interpreting and complying with Collective Bargaining Unit Agreements, Charter Amendments, and administrative Codes for a municipality as related to Payroll.
- Current Certified Payroll Professional (CPP) certification designation.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
HOW TO APPLY
Applications for City and County of San Francisco jobs are being accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.
- Select the desired job announcement
- Select “Apply” and read and acknowledge the information
- Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
- Follow instructions on the screen
Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.
Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com).
Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records. Failure to receive this email means that the online application was not submitted or received.
All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.
Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.
If you have any questions regarding this recruitment or application process, please contact the exam analyst, Vicente Centeno, by telephone at (415) 554-7506 or by email at Vicente.Centeno@sfgov.org
Supervisory Test Battery (STB): (Weight 40%)
Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal Skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about the Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=325
A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.
This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.
Scores attained on the Supervisory Test Battery will be valid and "banked" for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Supervisory Test Battery. The Supervisory Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Supervisory Test Battery, your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score(s) to the other announcement or (b) re-take the Supervisory Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Supervisory Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Oral/Performance Examination: (Weight 60%)
Candidates will be tested to determine their relative knowledge, skills, and abilities in job-related areas which may include, but not limited to: Knowledge of payroll/personnel principles and practices including Federal, State, City derived requirements; Ability to plan, direct, coordinate and implement a variety of high-priority items and manage several long-term projects; Ability to analyze and prepare detailed plans and schedules, organize, direct and facilitate task completion; Ability to develop, administer, monitor and coordinate a large division budget; Ability to implement changes in a complex and dynamic work environment; Ability to plan, organize, lead, supervise and evaluate the activities of subordinate supervisors and staff; Ability to communicate effectively and professionally in writing; Oral Communication skills.
Applicants will be required to submit verification of qualifying education and experience at any point in the application, examination and/or departmental selection process.
Note: Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco.
The certification rule for the eligible list resulting from this examination will be Rule of 3 Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
The eligible list resulting from this examination is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.
The duration of the eligible list resulting from this examination process will be of Six (6) months, and may be extended with the approval of the Human Resources Director.
Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please see http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=13693. Search that document by title or job code to see which departments use the classification.
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at:
Information regarding requests for Veterans Preference can be found at:
Seniority Credit in Promotional Exams:
Information regarding seniority credit can be found at:
Terms of Announcement:
Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at www.jobaps.com/sf.
The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.
DISASTER SERVICE WORKERS
All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.
General Information concerning City and County of San Francisco Employment Policies and Procedures:
Important Employment Information for the City and County of San Francisco can be obtained at http://www.sfdhr.org/index.aspx?page=20 or hard copy at 1 South Van Ness Avenue, 4th Floor.
Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.
Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.
Exam Type: CPE
Issued: February 14, 2013
Amended: March 7, 2013
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0923-059806
All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, typically a 7.5% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.
For more information about benefits, please click here.