"This is a Position-Based Test conducted in accordance with CSC Rule 111A."

Specific information regarding this recruitment process are listed below:

• Application Opening: May 10, 2024

• Application Deadline: May 24, 2024 at 11:59pm PST

• Compensation Range: $145,132 to $189,878

• Recruitment ID: PBT-1246-147242; REF41281Y-01152005 

Who We Are

Through the provision of coordinated, compassionate, and high‐quality services, the Department of Homelessness and Supportive Housing (HSH) strives to make homelessness in San Francisco rare, brief, and one time. The Department provides assistance and support to homeless and at‐risk youth, adults, and families to prevent imminent episodes of homelessness and end homelessness for people in San Francisco. Services including outreach, homelessness prevention, emergency shelter, drop‐in centers, transitional housing, supportive housing, short‐term rental subsidies, and support services to help people exit homelessness. For more information about the department, please visit our website at https://hsh.sfgov.org.

What We Do

San Francisco is a pioneer in homeless services and a leader in providing supportive housing as a permanent exit from homelessness. The Department of Homelessness and Supportive Housing (HSH), founded in 2016, is a national leader in the movement to end homelessness by developing a coordinated, equity-driven, client-focused system of compassionate services while piloting innovative models, and implementing best practice solutions with measurable results. HSH’s Homelessness Response System (HRS) oversees and implements a system of care that shelters, houses, and serves approximately 14,000 people daily. Major programs include: street outreach and service connection through the Homeless Outreach Team (SFHOT); 3,000-bed shelter system for adults and families including shelters for members of the LGBTQ community; rapid rehousing rental subsidies for families, adults, older adults, and transitional aged youth; the Problem Solving and flexible financial assistance programs; and robust supportive housing programs with nearly 10,000 units which provide permanent housing and services to formerly homeless individuals and families.

What You’ll Be Doing

The Department of Homelessness and Supportive Housing (HSH) has one (1) Permanent Civil Service (PCS) vacancy in classification 1246 Principal Human Resources Analyst. The human resources team provides the full range of human resources services (except for retirement and health benefit administration) for HSH employees including hiring, new employee processing, payroll, compliance, leave and absence management, ADA/EEO programs management, and performance management.

As a member of this Human Resources team, you will gain experience in these services – recruitment and exams, operations, employee and labor relations, EEO, ADA, workers’ compensation, payroll and personnel functions, leaves, and more. In addition, you support the Department by advising staff, providing coaching, and consulting with management regarding all employee issues. 

Reporting to the Human Resources and Operations Manager, the Principal Human Resources Analyst performs complex and specialized human resources work and serves as an important resource in the following areas: recruitment and examinations, position control, classification and compensation, employee and/or labor relations, payroll, and human resources operations. This position supervises payroll and Human Resources professionals.

Examples of essential duties include, but are not limited to:

• Supervises subordinate employees in performing professional human resources work in the areas of recruitment, examinations, classification and compensation, payroll, human resources operations.

• Coordinates recruitment activities for assigned classifications, including announcement preparation and determining sources for recruiting; confers with personnel at different operating levels to determine minimum qualifications, means of recruitment and areas to be covered; reviews recruitment matters with consultants and specialists in connection with important phases of positions to be covered in specific examinations; personally reviews those applications requiring a high degree of judgment regarding acceptance or rejection.

• Performs job analyses of individual positions and classes; determines, develops and approves examination subject matter; assigns relative weights to various parts of the examination; reviews test items for construction and accuracy; establishes passing points; organizes material for final review and makes revisions, as deemed necessary; investigate and respond to complaints, protests and appeals regarding examination matters.

• Supervises and participates in classification studies and projects and the processing of departmental classification requests; coordinates the preparation of class specifications; makes recommendations regarding establishing, consolidating, or abolishing classes; investigates problems, complaints and appeals regarding allocations and status determinations.

• Evaluates requests for leave and ADA accommodation; administers requests to fill position, employee transfers, post-referral, hiring, appoint, onboarding and layoff processes; interviews and examines candidates; administers employee discipline.

• Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental compliance with provisions, and acts as a Skelly officer in employee disciplinary hearings.

• Performs highly specialized human resources work and thereby serves as a resource to assist coworkers; as assigned, supervises, and participates in conducting salary and wage surveys including the collection, compilation, analysis, and evaluation of data; conducts special studies and investigations pertaining to fringe benefits, working conditions and other similar matters.

• Appears before legislative bodies and committees to explain and interpret matters involving recruitment, examinations, classification and compensation or human resources operations.

• Performs special projects involving the planning, research, development, or implementation of a technical phase of human resources administration; prepares various memoranda, correspondence, records, and reports with recommendations when appropriate.

• Meets with employees, department heads, labor representatives and personnel of other jurisdictions regarding the interpretation and application of laws and regulations concerning recruitment, examinations, classification and compensation, employee relations, and human resources operations.

• Performs other related duties as assigned.

Minimum Qualifications:

Education:

Possession of a baccalaureate degree from an accredited college or university.

Experience:

Five years of professional human resources experience in one or more of the following areas of activity: recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training of which one year must have been as (1) an advanced journey level classification, similar to 1244 Senior Human Resources Analyst, that performs difficult and specialized human resources work and thereby serves as a resource for special problems , or (2) lead or supervised a small team of professional staff involved in the more difficult and complex matters associated with recruitment and selection; employee and/or labor relations; classification and compensation; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training.

Substitution:

Experience Substitution - Possession of a Juris Doctorate (J.D.) or a Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Ad-ministration or Clinical/School/Industrial-Organizational Psychology may be substituted for one (1) year of the required non-advanced journey / non-lead/supervisory experience.

Education Substitution - Verifiable professional human resources work experience in one or more of the following areas may substitute for up to two years of the required education on a year-for-year basis: recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training. (30 semester units/45 quarter units equal one year.)

Experience Substitution - Completion of a 12 month human resources trainee program equivalent to the City and County of San Francisco’s 1249 Human Resources Training Pro-gram may substitute for one (1) year of the required non-advanced journey / non-lead/supervisory experience.

Note: One year of full-time employment is equivalent to 2000 hours. (2000 hours of qualifying work experience is based on a 40-hour work week.) Any overtime hours that you work above forty (40) hours per week are not included in the calculation to determine full-time employment.

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted. 

Desirable Qualifications

The stated desirable qualifications may be considered at the end of the selection process when candidates are referred for hiring.

• Understanding of City payroll systems and processes.

• Experience utilizing human resources management system such as PeopleSoft and an applicant tracking system such as SmartRecruiters.

• Experience with planning and conducting trainings and presentations for varied audiences.

• Experience with conducting job analysis and developing and implementing recruitment and selection processes.

• Minimum of one year experience consulting on Human Resources issues and recommending solutions to management, including executive management.

Verification

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at https://sfdhr.org/how-verify-education-requirements

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.

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.

Resumes will not be accepted in lieu of a completed City and County of San Francisco application.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

Selection Procedures

After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:

Minimum Qualification Supplemental Questionnaire (MQSQ): Candidates will be required to complete a MQSQ as part of the employment application. This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications (MQ) for this position. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) - Weight: 100% 

Candidates deemed eligible and admitted to the selection process will be administered a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and/or practices related to job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, preemployment, probationary periods, employee leave, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, WORD, Excel, PowerPoint) and the ability to interpret data in tables, graphs and charts. 

The above multiple-choice test component is a standardized exam and, therefore, test questions and test answers are not available for public inspection or review. 

Score Banking: Scores attained on the multiple-choice technical knowledge exam component are "banked" for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions that are considered to be primarily “generalist” in scope. This means that, should you apply during this three-year time period to a 1246 and/or 0931 HR job opportunity for which “recruitment and examinations” is the position’s primary focus, you will not be required to re-take this exam component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes this test component, your score on this test component will automatically be applied to that announcement. [Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments). However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the test component. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.] 

A passing score on the Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) must be achieved in order to be placed/ranked on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score. 

Additional selection processes may be conducted by the hiring department prior to making final hiring decisions. 

Eligible List/Score Report: A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process 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 6 months, and may be extended with the approval of the Human Resources Director.  

To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-and-Department-FY-2022-23.pdf

Terms of Announcement and Appeal Rights:

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 https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/

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.

Additional Information Regarding Employment with the City and County of San Francisco:  

• Information About the Hiring Process (https://sfdhr.org/information-about-hiring-process)

• Conviction History (https://sfdhr.org/conviction-history)

• Employee Benefits Overview (https://sfdhr.org/benefits-overview)

• Equal Employment Opportunity (https://sfdhr.org/equal-employment-opportunity)

• Disaster Service Worker (https://sfdhr.org/disaster-service-workers)

• ADA Accommodation (https://sfdhr.org/information-about-hiring-process#applicantswithdisabilities)

• Veterans Preference (https://sfdhr.org/information-about-hiring-process#veteranspreference)

• Seniority Credit in Promotional Exams (https://sfdhr.org/information-about-hiring-process#senioritycredit)

• Right to Work (https://sfdhr.org/information-about-hiring-process#identification)

• Copies of Application Documents (https://sfdhr.org/information-about-hiring-process#copies)

• Diversity Statement (https://sfdhr.org/information-about-hiring-process#diversitystatement)

HOW TO APPLY

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ and begin the application process (https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/%20and%20begin%20the%20application%20process)

• Select the “I’m Interested” button and follow instructions on the screen

Applicants may be contacted by email about this recruitment 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, @sfpl.org, @dcyf.org, @first5sf.org, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.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.

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst Emily Lee at emilymay.lee@sfgov.org. 

The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.