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San Luis Obispo County, California

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PERSONNEL ANALYST I / II
(Permanent and Temporary)
Recruitment #0313PM-00873-01

DATE OPENED:     3/14/2013 12:00:00 PM
JOB TYPE:      Open
FILING DEADLINE:     4/8/2013 11:59:00 PM
SALARY:     I $4,702.53-$5,716.53 month / II $5,310 - $6,454/month
WORK LOCATIONS:     
City of San Luis Obispo
DEPARTMENT:     Human Resources

Click HERE to apply       Click HERE to view benefits

Conditional employment offers are based on successful completion of any pre-appointment background investigation, drug testing, and medical/psychological evaluation.

This recruitment requires the completion of a supplemental questionnaire.  You must submit your response to the supplemental questions with your application.

ABOUT THE POSITION:  The County’s HR department is responsible for: recruitment and selection activities, administering civil service rules, as well as advising staff and management on personnel matters.  HR is also responsible for managing worker’s compensation and liability claims and directing the county’s labor negotiation activities.  We are looking for a passionate HR professional who will enthusiastically embrace HR’s role as a business partner with our client departments. Classes in this series perform a wide variety of duties in the administration of County Personnel programs and do other related work as required.

For more information about the position, click here for the recruitment brochure.

Personnel Analyst I:  This is the professional entry level in the Personnel Analyst series. Incumbents, under general supervision, perform or assist in the performance of duties including recruitment, examining, classification, wage and salary administration and specialty areas such as affirmative action and fringe benefit administration.

Personnel Analyst II:  This is the journeyworker level within the Personnel Analyst series. Incumbents, under direction, work independently and may be assigned to provide a total program of personnel services to County departments, independently perform classification studies and administer an effective recruitment and selection system. May be assigned to work independently in a specialty area.

Recruitment & Selection:

  • Conducts recruitment programs; prepares, administers and evaluates written, oral and performance examinations; reviews applications for employment and evaluates qualifications by assessing education and experience

Classification and Compensation:

  • Conducts classification studies and makes recommendations on the creation, revision or deletion of class specifications; allocates positions to classes;
  • Gathers and analyzes salary and budgetary data and assists in making salary recommendations; may participate in negotiations with employee organizations

Consulting & Advising:

  • Consults with and advises department heads, County officials and other County employees on Civil Service and personnel rules, standards, policies and procedures;
  • Counsels employees concerning personnel problems and grievances and appeals;
  • Conducts or supervises the preparation of special studies and reports relating to a variety of personnel programs and activities

Benefits & Program Administration:

  • Coordinates and participates in a variety of specialty areas such as affirmative action, benefit administration, unemployment insurance and employee training and development;
  • Compiles data, prepares reports and correspondence;
  • Investigates complaints of discrimination and harassment;
  • Makes oral presentations before various boards, commissions and groups;
  • May assist in the supervision, training and development of personnel staff members

THE REQUIREMENTS:

Knowledge of:

  • Principles and practices of personnel administration
  • Effective interviewing practices
  • Techniques of job analysis and classification; salary administration;
  • Recruitment and selection processes, including the construction and evaluation of tests and test materials;
  • Affirmative action goals and practices
  • Legal requirements of personnel administration; principles of program design.

Ability to:

  • Understand, interpret and apply personnel laws, rules, regulations, standards and procedures
  • Collect data, analyze its objectivity, present it clearly and prepare sound recommendations and reports
  • Speak and write effectively
  • Analyze jobs and prepare appropriate class specifications,
  • Administer and analyze various selection processes;
  • Establish and maintain cooperative relationships with County officials, employees and the general public in carrying out personnel programs.
  • Implement new ideas and solutions to personnel problems;
  • Train and supervise subordinates as required.

MINIMUM QUALIFICATIONS:  

Personnel Analyst I:  Graduation from an accredited four year college or university with a degree in Personnel Administration, Business Administration or a closely related field.  Job related experience may substitute for the required education on a year for year basis.

Personnel Analyst II:  In addition, one year of professional personnel experience. (A post-graduate degree in one of the fields listed above may substitute for the required experience.)

LICENSES/CERTIFICATES:  A valid driver license may be required at the time of application.  When a driver license is a condition of employment, a valid CALIFORNIA driver license is required at the time of appointment and must be maintained throughout employment.

IN ADDITION:  This class specification generally describes the duties and responsibilities characteristic of the position(s) within this class. Duties of a particular position within a multi-position class may vary from the duties of other positions within the class. Accordingly, the essential functions of a particular position (whether it be a multi-position class or a single-position class) will be identified and used by medical examiners and hiring authorities in the selection process. If you have questions regarding the duties or the working conditions of the position, please contact the Human Resources Department.

NOTIFICATION:  Applicants will be notified 2-4 weeks after the final filing deadline. However, some recruitments may take less or more time depending on the type of exam and number of applicants. Notifications will be posted on-line on the Applicant Status Board for each phase of the recruitment process and will be sent by US mail and/or email.  Therefore, notify the Human Resources Department of any mailing or email address changes for all applications submitted.

SELECTION PROCESS:  The examination process will include a competitive examination consisting of an evaluation of job-related education and experience through one of the following methods of testing:  A) competitive application rating, based solely on application information presented OR B) oral board rating as determined by an interview panel OR C) application screening and an oral board rating OR D) any combination thereof.  In any case, the evaluation will be weighted 100% in determining a candidate’s placement on the eligible list.  Applicants are urged to submit sufficiently detailed information in their application materials for proper qualification evaluation.   The hiring department will be provided a list of the top nine ranks of eligible candidates and one additional rank for each vacancy. The hiring department may hire any of the candidates certified to the department.  Veterans and disabled veterans preference points will be assigned when applicable. Please note: any part of this selection process may be waived or changed as deemed appropriate by the Human Resources Department at any point during the recruitment. Eligible lists may be used to fill regular, limited term or temporary positions.

PENSION BENEFIT INFORMATION:  Effective January 1, 2013 the Public Employees' Pension Reform Act of 2013 (PEPRA or AB340), makes substantial changes to public employee pension plans. PEPRA impacts the pension benefits of current employees (employees hired on or before 12/31/12) and all future hires (those hired on or after 1/1/13).  Please refer to our website for additional information including summary of impacts and FAQs at:  http://www.slocounty.ca.gov/hr.htm

Should you have additional questions, please contact Human Resources staff at 805.781.5959 or hr_labor_relations@co.slo.ca.us .  Note:  Those employees with reciprocity who are returning or entering into SLO County employment within a 6 month break in service, may be eligible to enter into the SLO County pension plan that was in existence for new hires as of December 31, 2012 for that bargaining unit.  Contact Pension Trust (805.781.5465 or pension@co.slo.ca.us) for specific questions related to reciprocity.   All other questions should be directed to HR.

OTHER PROVISIONS:  New employees are required to complete an INS Employment Eligibility Verification form to certify citizenship or legal residency and authorization to work. Essential functions of a job for purposes of the Americans with Disabilities Act will be determined prior to the filling of each vacant position. A REASONABLE EFFORT WILL BE MADE TO ACCOMMODATE THE NEEDS OF THE DISABLED AND THE RELIGIOUS NEEDS OF AN APPLICANT. IF YOU REQUIRE SPECIAL ARRANGEMENTS TO PARTICIPATE IN THE RECRUITMENT PROCESS, YOU MUST INFORM THE COUNTY HUMAN RESOURCES DEPARTMENT IN WRITING OF THE TYPE AND EXTENT OF ACCOMMODATION NO LATER THAN THE FINAL FILING DEADLINE.

AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER