2H65
PERSONNEL ANALYST III

This is advanced performance level personnel analysis work. Employees in this class regularly perform the most complex assignments in their discipline and perform occasional assignments in other personnel functions. Employees in this class serve as lead worker on assigned projects and maintain permanent functional responsibilities for a division, the department or other major organizational entity. The employees are supervised by a higher level personnel analyst.

ALLOCATING FACTORS: (The following conditions must be met for a position to be allocated to this class.)

• Employees must perform a variety of advanced level personnel analysis assignments in the area of specialization as described in the typical examples of work.
• Employees must regularly serve as lead workers on assigned projects.
• Employees must supervise a staff of clerical employees for the Benefits Administration specialty.
• Positions must work in the central personnel or labor relations agency.

ALL SPECIALTIES

• Analyzes, develops, revises and implements processes and services on a division or department wide basis.
• Defines resource requirements for successful and timely completion of projects.
• Develops and insures successful adherence with timelines for completion of projects.
• Develops and administers surveys of the human resources policies and procedures of other jurisdictions.
• Participates in the design and customization of human resources information systems.
• Develops and administers staff development and training programs.
• Participates in the investigation and preparation for court cases and grievance arbitration with the law department.
• Writes a variety of reports and compiles supporting data to document methodology.
• Presents proposals to Personnel Department and operating department managers and representatives of employee unions.
• May supervise a group of personnel analysts on a project basis or in the absence of a higher level supervisor.
• Analyzes demographic impact of methodologies and processes.
• Provides advice and consultation to department managers regarding a variety of personnel services, policies, procedures and civil service regulations.
• Utilizes personal computers and appropriate software to collect and analyze information and to prepare reports and graphic exhibits.
• Performs a variety of special assignments.
• Performs related work a required.

BENEFITS ADMINISTRATION SPECIALTY

• Analyzes trends in benefit enrollments, delivery systems and costs to recommend benefit program modifications.
• Provides citywide services to departments and employees for several benefit programs such as health plans, life insurance programs, unemployment compensation, and/or secondary placement of disabled employees.
• Supervises service representatives and data entry employees for assigned programs.
• Develops requests for proposals and criteria to evaluate benefit proposals.
• Develops/revises employee benefit communication materials.
• Provides instruction/training for department personnel assistants/benefits clerks in processing enrollment and claim forms.
• Develops administrative methods and procedures to implement new or revised benefit programs.
• Reviews billing material for processing of payments for assigned benefit areas.
• Resolves difficult benefit problems for assigned areas through contacts with providers, departmental personnel, finance officials and others.

CLASSIFICATION AND COMPENSATION SPECIALTY

• Provides classification and compensation services to assigned major departments.
• Serves as lead analyst for a group of personnel analysts engaged in classification surveys for major occupations.
• Conducts Hay evaluation and prepares pay reports for evaluation of a variety of classes.
• Develops and administers salary surveys, prepares reports and makes presentations on survey results.
• Develops and implements alternative compensation methods, including merit pay.
• Conducts job analyses that function as the basis for both classification and compensation and selection projects.

EQUAL EMPLOYMENT OPPORTUNITY SPECIALTY

• Receives complaints of job discrimination prohibited by law;
• Counsels complainants in regard to civil service and merit system processes and procedures and departmental actions;
• Conducts investigation to ascertain case facts;
• Interviews complainants, supervisors, managers, witnesses and subject matter experts;
• Prepares, or assist in the preparation of federally mandated statistical reports on the city workforce;
• Conducts training in equal employment opportunity and sexual harassment for department personnel representatives and supervisory and other personnel.
• Identifies occupational areas in need of affirmative action;
• Recommends recruitment and promotional goals and participates in recruitment efforts;
• Assists in the review and monitoring of departmental affirmative action plans for conformance with prescribed standards.

LABOR RELATIONS SPECIALTY

• Acts as principal contact between the Personnel Department and a major municipal labor union or union local.
• Administers all phases of grievance processing for all City unions.
• Provides staff assistance to the City's negotiating team during contract negotiations and interest arbitration hearings.
• Represents the City in the hearing, negotiation and settlement of grievances, including arbitration.
• Provides interpretation of labor contracts, laws, and regulations to department officials.
• Provides advice and guidance concerning labor/management issues to department officials.

SELECTION SPECIALTY

• Provides selection services to assigned major departments.
• Serves as lead analyst for a group of personnel analysts engaged in development of selection methodologies, including job analysis and validation studies.
• Supervises administration of large scale examinations and develops procedures and practices for their administration.
• Develops and implements recruitment, upward mobility, apprentice and intern programs and methodologies for occupations or families of jobs.
• Administers psychological testing programs, such as the MMPI.
• Conducts job analyses that function as the basis for both classification and compensation and selection projects.

KNOWLEDGE OF:
ALL SPECIALTIES
• Human resource administration
• Public personnel administration
• Civil Service Regulations
• Home Rule Charter
• Labor contracts
• Relevant labor laws
• Structure and functions of City departments
• Use of personal computers and relevant software packages and applications comparable to WORD, EXCEL, ACCESS and PowerPoint
• Basic statistics

BENEFITS ADMINISTRATION

• Benefits administration
• Internal Revenue Service rulings, Federal and State laws related to benefits administration
• City payroll system as it relates to benefits processing, payroll deductions and taxable/non-taxable benefits
• Risk management principles and practices

CLASSIFICATION AND COMPENSATION

• Position classification
• Hay evaluation system
• Compensation administration
• Organizational analysis

EQUAL EMPLOYMENT OPPORTUNITY

• Relevant federal legislation, including ADA, ADEA, FMLA, Title Seven of the Civil Rights Act
• The current literature, federal regulations and court rulings related to affirmative action and equal employment opportunity in public agencies.
• Selection practices, procedures and regulations.
• Investigation practices and techniques
• Training practices and techniques

LABOR RELATIONS

• Grievance processing
• Collective bargaining
• Negotiation principles and practices
• Costing out contracts

SELECTION

• Applied psychology as related to selection
• Automated test development system (SIGMA IV)
• Test development and administration
• Recruiting
• Psychometric principles
• Professional and government guidelines for merit selection

SKILL IN:
ALL SPECIALTIES

• Interviewing
• Narrative report writing
• Use of personal computers

ABILITY TO:
ALL SPECIALTIES

• Interpret, explain, revise and prepare Civil Service Regulations.
• Negotiate agreements with department managers and union officials.
• Develop new products, processes, services.
• Direct the activities of other analysts.
• Interact effectively with peers, superiors, department managers and employees and union officials.

EDUCATION
• Completion of a bachelor's degree program at an accredited college or university that has included:
  • For the Benefits Administration specialty: major course work in insurance and risk management or human resources administration.
  • For the Classification and Compensation and Equal Employment Opportunity specialties: major course work in human resource administration, industrial relations, business administration, industrial psychology, or public administration.
  • For the Labor Relations specialty: major course work in human resource administration or industrial relations.
  • For the Selection specialty: successful completion of courses in testing and measurement, psychology and statistics.

  AND

  GENERAL EXPERIENCE

  • Two years of personnel analysis experience in the central personnel or labor relations agency.

  AND

  SPECIFIC EXPERIENCE

  • One year of full performance level personnel analysis experience in the area of specialization.

  Or any equivalent combination of education and experience determined to be acceptable by the Personnel Department that includes completion of a bachelor's degree program and the specific experience.

NOTE:
Completion of the following degree programs meets the general experience requirement.

• All specialties: Law Degree.
• Classification and Compensation: Master's of Business Administration with concentration in human resources administration, industrial relations or labor/management relations.
• Selection: Master's in Psychology, Educational Measurement or Human Resources.

NOTE:
Specific experience requirements must be satisfied within five years immediately prior to the closing date for any examination for this class.

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

PAY RANGE: EP21
Class Established:

CSC: 12/93, Ad Board: 1/94

Spec. Revision:
CSC: 9/94, Ad Board: 10/94

Latest Spec. Revision:
CSC: 2/00, Ad Board:4/00

MMCA/sb