• Directs through subordinate supervisors a staff of analysts engaged in maintaining the City's classification plan; receives and reviews requests from departmental administrators, union officials, and Civil Service employees to study individual positions, classes, or entire occupational series; establishes priorities for beginning studies and sets time frames for their completion; evaluates conclusions and recommendations and determines proper method of implementation; determines need for specification revisions, class establishments and abolition of vacant and unused classes and lists items on agendas for presentation before the Civil Service Commission at public hearings.
• Directs through a subordinate supervisor the maintenance of the pay plan including the preparation of pay schedules for union represented and non-represented employees and the preliminary assignment of pay ranges from these schedules to each class; supervises and participates in evaluations to determine pay rates for new classes and to resolve pay appeals for existing classes; directs the preparation of pay survey questionnaires and studies results to compare outside pay rates with those of comparable City classes; supervises the conduct of studies to determine cost of class establishments and upward pay redetermination.
• Meets with departmental and union representatives to resolve classification and/or pay appeals and to explain results of studies made by subordinate analysts; assembles preliminary Civil Service agenda for review by the Personnel Director including all amendments to the classification and pay plans and revisions of Civil Service regulations; presents agendas at public meetings of the Civil Service Commission and oversees the processing of all approved items to the Administrative Board; directs the preparation and dissemination of notification to individual employees affected by changes.

  Performs related work as required.

• Directs a staff of analysts and their supervisors engaged in merit based personnel selection; assures the development and implementation of selection protocols according to professional and technical standards for selection; oversees such activities as public announcement, determination of applicant eligibility, preparation, production and administration of civil service examinations, the analysis of test results, and the adjudication of appeals.
• Plans, coordinates and apportions the work of several units; reviews requests for examinations; assigns cases to units; sets priorities; in problem cases, determines test development and administration methods; monitors production for quality and quantity; tracks cases and reports progress problems; resolves technical and production problems; reviews and approves raters for oral boards; reviews and approves pass points; reviews and approves resolution of appeals; testifies and otherwise informs appeal and review bodies about division processes, procedures, policies and cases; prepares and administers sensitive examinations; investigates sensitive issues or security related cases.
• As departmental representative arranges and coordinates cooperative exchanges of selection materials, training and technology with other jurisdictions.
• Devises and implements new procedures to improve work quality and production; conducts systems and analysis and design for automation of examination processes; specifies and procures new equipment.

KNOWLEDGE OF:

For Both Specialties

• the principles and practices of public personnel and merit system administration.
• administrative organization and management principles and practices.
• supervisory methods and practices.
• current developments in the public personnel field.
• training principles and practices.

• classification procedures, principles and practices.
• the principles used in the analysis of organization, staffing and procedural problems.
• the principles and practices used in setting rates of pay.
• class evaluation methods and procedures.

• the professional standards for personnel selection.
• social science research methodology related to the preparation of selection instruments.
• concepts and techniques of measurement psychology.
• the policy, procedures, and regulations governing examinations administration and a civil service merit system.

Both Specialties

• analyze a variety of complicated facts and to exercise a marked degree of independent judgment in arriving at conclusions.
• supervise and coordinate the activities of work units so as to provide effective service.

• Completion of a bachelor's degree program at an accredited college or university.

• Six years of experience in public personnel work, two years of which shall have been in a supervisory capacity and which shall have included:
• The development and application of classification and/or pay standards and included regular work with departmental officials in the administration of classification and pay plans.

• Six years of professional level experience in public personnel selection, two years of which has been supervising a staff of analysts preparing and administering selection instruments.

• Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.

PAY RANGE: EP25
Class Established: 1/1953
Latest Spec. Revision: 5/1988

SK/sb/ps