Administrative Analyst City & County of San Francisco 36 reviews - San Francisco, CA 94124 $37.76 - $45.91 an hour - Full-time, Contract Introduction This is a Position Based Test conducted in accordance with Civil Service Rule 111A. POSITION DESCRIPTION: Under general direction, this Administrative Analyst will serve as the Government and Legislative Affairs Analyst and will be the liaison for the Public Works Directors Office and the Board of Supervisors regarding legislative issues affecting Public Works. This position also compiles special reports for the Director, works on special projects, conducts research for sunshine requests and serves as coordinator for the Core Values initiative of the strategic plan. Essential functions include but are not limited to: overseeing legislative analysis for the Board of Supervisors meetings and agendas and the various Commission agendas for Public Works-related items; accepts, monitors and helps create presentations and responses for testimony or comment from the Department to the Board of Supervisors; keeps the Public Works Director, Deputy Directors, and senior management informed on Board of Supervisors activities and actions through written reports and oral briefings; creates, monitors and maintains a log of pending Board of Supervisors requests; works with the legislative aides of Board Members to monitor legislation under development; assists with the review and/or drafting of legislation at the request of the Director or senior management team, represents the department at Board or Committee hearings to advance legislative goals; compiles weekly reports for the Director on Departmental activities and projects; performs other analytical duties as assigned. Minimum Qualifications 1. Possession of a graduate degree (Master's degree or higher) from an accredited college or university; and one (1) year full-time equivalent experience performing professional-level analytical work as described in Note A; OR 2. Possession of a baccalaureate degree from an accredited college or university, and two (2) years full-time equivalent experience performing professional-level analytical work described in Note A; OR 3. Possession of a baccalaureate degree from an accredited college or university with major coursework as described in Note B and one (1) year full-time equivalent experience performing professional-level analytical work as described in Note A. Substitution: Applicants may substitute up to 2 years of the required education with additional qualifying experience in budget analysis, financial analysis and reporting, legislative/policy analysis, or contract/grant administration. One year (2000 hours) of additional qualifying experience will be considered equivalent to 30 semester units/45 quarter units. Notes on Qualifying Experience and Education: A. Qualifying professional-level analytical experience must include at least six (6) months experience in complex legislation and public policy analysis and reporting. Any remaining experience must be in one or more of the following functional areas: complex budget analysis, development and administration; complex financial/fiscal analysis and reporting; development of complex contracting systems and administration of competitive bid processes and complex contractual agreements; development of evaluation of complex management/administrative policy; complex grant administration and monitoring; complex program evaluation and planning; complex legislative analysis; complex economic analysis; or other functional areas related to the duties of positions in Class 1822, where the primary focus of the job is complex professional-level analysis for evaluation, recommendation, development and implementation of major programs and functions of department/organization. Analytical experience equivalent to the duties of Class 1820 is considered qualifying. B. Coursework applicable to a baccalaureate or higher degree in specialized subject matter areas such as public or business administration, management, business law, contract law, public policy, urban studies, economics, statistical analysis, finance, accounting or other fields of study closely related to the essential functions of positions in Class 1822. Special Conditions The above minimum qualifications reflect special conditions associated with the position(s) to be filled. They may differ from the standard minimum qualifications associated with this classification. Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted. 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 begin the application process by registering an account. 1) Click and select the 1822 Administrative Analyst 2) Click on Apply and read and acknowledge the information 3) Click on I am a New User 4) Follow instructions given on the screen 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. Resumes will not be accepted in lieu of completing a City and County employment application. 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, Mona Wood, at (415) 554-6010, or via email to: mona.wood@sfdpw.org. Verification: Applicants may be required to submit verification of the qualifying education and experience, at any point during the recruitment and selection process. Resumes will not be accepted in lieu of verification of qualifying education and experience. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http://sfdhr.org/index.aspx?page=456. Failure to submit the required verification of education and experience, when requested, may result in disqualification or ineligibility for employment. Note: Falsifying ones 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. Selection Procedures SUPPLEMENTAL QUESTIONNAIRE: (Qualifying) Applicants will be prompted to complete a supplemental questionnaire as part of the online employment application. The Supplemental Questionnaire is designed to obtain specific information regarding an applicants education and experience in relation to the Minimum Qualifications for this position. It is essential that an applicant provides complete information in identifying their education and experience. The Supplemental Questionnaire will be used to evaluate if an applicant meets the minimum qualifications. Applicants must also complete the official application. The information in the Supplemental Questionnaire will not be scored and is collected for informational purposes only. WRITTEN EXAMINATION: (Weight 100%) Candidates deemed eligible will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The core multiple-choice examination component may include but not be limited to:

• Ability to evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis; * Ability to communicate written information (includes ability to proofread); * Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas); * Ability to comprehend and understand written information; * Ability to use various computer software programs; * Ability to conduct research; * Ability to establish and maintain cooperative and effective working relationships; * Knowledge of, and the ability to apply, principles, practices and procedures involving office operations. This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review. You will receive one or more scores with respect to the multiple-choice exam component. One will correspond to the core test component and, should any specialty subtests be added to that component, you may receive one or more additional specialty scores. Any scores attained on these components 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 any test components for which you have already attained a score. This core test is also used for 1820 Junior Administrative Analyst, 1822 Administrative Analyst and 1823 Senior Administrative Analyst; therefore your test scores may be applied to one or more of these classes if you choose to apply to future recruitments. This is not the same exam that is used for 1824 Principal Administrative Analyst, as such your scores on this exam are not applied to any 1824 recruitments, and your scores from the 1824 exam cannot be applied to this recruitment. If the selection process for the future announcement is held within one year of the date of this examination and it includes any of these components [i.e., core exam or specialty subtest(s)], your score(s) for the corresponding test component(s) 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 test component(s). 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 test component (core or specialty subtest) is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent. Note: Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process. CERTIFICATION RULE: The certification rule for the ranked eligible lists resulting from this examination will be Rule of Ten Scores. The department may administer additional position-specific selection procedures to make final hiring decisions. Eligible List: http://www.sfdhr.org/index.aspx?page=20#eligiblelists 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 six 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=21246. Search that document by title or job code to see which departments use the classification. Conviction History As a finalist for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a finalist. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as: * Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code. * Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164. Having a conviction history does not automatically preclude you from a job with the City. If you are selected as a finalist, the hiring department will contact you to schedule a fingerprinting appointment. 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. Conclusion Reasonable Accommodation Request: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities Veterans Preference: Information regarding requests for Veterans Preference can be found at: http://www.sfdhr.org/index.aspx?page=20#veteranspreference Seniority Credit in Promotional Exams: Information regarding requests for seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit General Information concerning City and County of San Francisco Employment Policies and Procedures: http://www.sfdhr.org/index.aspx?page=20 Terms of the Announcement: http://www.sfdhr.org/index.aspx?page=20#announcementsdefinitions 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. Copies of Application Documents: http://www.sfdhr.org/index.aspx?page=20#copies Right to Work: http://www.sfdhr.org/index.aspx?page=20#identification 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: Combined Promotive and Entrance Issued: June 06, 2018 Micki Callahan, Human Resources Director Department of Human Resources Recruitment ID: PBT-1822-084101 GSA - MW (415) 554-6010 Benefits 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, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency. 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