Job Description

PERSONNEL ANALYST II

JOB CODE 05120

Effective Date:	Rev. 09/09X

DISTINGUISHING FEATURES OF THE CLASS:

The fundamental reason this classification exists is to perform advanced professional personnel work in a major functional area such as classification and compensation, employment services, employee placement, or employee development, or as a generalist in an operating department. Some positions exercise supervision over Personnel Aides and clerical employees. Incumbents assigned to the Personnel Department rotate among sections or divisions. The difference between a Personnel Analyst II and Personnel Analyst I is that the latter is at the beginning of the professional ladder and the work is frequently checked, whereas, the former is an experienced analyst who works independently with an occasional check on results. Major programs and problems that require advanced decisions and determination are subject to the review and approval of a Personnel Officer, Personnel Supervisor, or Deputy Personnel Director, or the Assistant Personnel Director or Personnel Director.

ESSENTIAL FUNCTIONS:

• Administers and/or monitors activities associated with the selection process such as employment examinations, pre-interview exercises, interview processes, etc.;
• Advises supervisors and managers on a variety of personnel policies and functions, such as employee performance, selection, collective bargaining agreements, discipline, leave issues, and grievance handling;
• Advises supervisors of policies and procedures that cover work-related industrial injuries;
• Assists in the development and training of employees on new policies and procedures;
• Conducts and responds to compensation and benefits surveys;
• Conducts classification and compensation studies or serves as liaison to the Personnel Department for these studies;
• Conducts human resources-related research such as investigations, job analyses, seniority calculations, and position audits;
• Conducts recruitment and promotional processes or serves as liaison to the Personnel Department for these processes;
• Conducts studies on various personnel topics and writes reports on findings;
• Conducts, coordinates, and/or assists in the training of employees on policies, procedures, and/or other topics relevant to the job;
• Counsels job applicants on City employment and/or employees on topics such as education, career advancement, and/or other career-management topics;
• Develops and/or reviews employee selection instruments such as employment exams, pre-interview exercises, interview questions, etc.;
• Gathers, redacts, and responds to subpoenas and public records requests;
• Interprets and explains federal laws, Personnel Rules, administrative regulations, memoranda of understanding, the Pay Ordinance, and other personnel policies and procedures to supervisors and employees, and assists in solving problems associated with the administration of the personnel system;
• Investigates and coordinates formal and informal grievances, EEO complaints, and citizen complaints;
• Plans and organizes assignments to achieve established objectives in a timely manner;
• Prepares and completes or assists in the preparation and completion of the ADA, Business, Diversity and Employment sections of the Department’s Affirmative Action Plan and Progress Report;
• Provides support to management and supervisors on labor-management issues;
• Represents department at Civil Service Board hearings;
• Represents the department or organization at personnel-related hearings, investigations, and/or formal committee meetings such as civil service, classification and compensation, equal employment opportunity, and unemployment insurance;
• Reviews and evaluates employment examinations and/or selection exercises, and interprets, evaluates, and/or reports results as part of the recruitment process, interview process, and/or other phase of selection process;
• Reviews employment application materials on the basis of education, training, and experience as part of the recruitment process, interview process, and/or other phase of selection process;
• Serves as a liaison to the Finance Department regarding payroll processing;
• Serves as custodian of personnel records by ensuring files are accurately maintained and data contained within records comply with privacy laws and regulations;
• Serves on interview panels and advises interview panels;
• Supervises clerical and/or paraprofessional staff, such as Account Clerks, Personnel Clerks, Personnel Aides, etc.;
• Supervises the processing of employee evaluation forms, salary increases, leave usage, and other personnel actions;
• Writes clear, complete, accurate, and logical documents, such as reports, test items, memos, letters, class specifications, job announcements, and documentation to support disciplinary actions;
• Demonstrates continuous effort to improve operations, decrease turnaround times, streamline work processes, and work cooperatively and jointly to provide quality seamless customer service.

Required Knowledge, Skills and Abilities:

Knowledge of:

• Basic statistics as they relate to personnel functions.
• Computerized transactions and clerical processes.
• Grievance process.
• Personnel methods and techniques of modern public personnel administration.
• Policies and procedures relating to the City payroll system.
• Principles and practices of supervision.
• Principles of public administration and governmental organization.
• Federal laws, Personnel Rules, administrative regulations, memoranda of understanding, the Pay Ordinance, and other personnel-related policies and procedures.

Ability to:

• Communicate orally with customers, clients, managers, supervisors, other City employees, or the public in face-to-face, one-on-one settings, in group settings, or using a telephone.
• Comprehend and make inferences from materials written in the English language.
• Enter and retrieve data or information using a personal computer or other keyboard device.
• Establish and maintain cooperative working relationships with department heads, City officials, other City employees, and the public.
• Establish priorities for work objectives and schedules.
• Exercise independent initiative and judgment.
• Interpret and make decisions in accordance with laws, regulations, and policies.
• Lead projects.
• Observe/monitor personnel-related data, situations, exams, exercises, and/or other activities to ensure compliance with policies, procedures, and/or other standards.
• Perform a broad range of supervisory responsibility over others.
• Present ideas clearly and persuasively orally and in writing.
• Understand and effectively carry out complex written and oral directions given in the English language.
• Work with department management and staff in departments such as Finance, Personnel, and Law to resolve employee complaints.
• Write clear, complete, accurate, and logical documents using proper English sentence construction, punctuation, and grammar.

Additional Requirements:

• Appointments to positions in the Aviation Department are subject to passing a Federal Bureau of Investigation (FBI) background check and a City of Phoenix or other law enforcement agency fingerprint check prior to hire.
• Appointments to positions in the Police Department are subject to meeting appropriate polygraph and background standards.
• Some positions require the use of personal or City vehicles on City business. Individuals must be physically capable of operating the vehicles safely, possess a valid driver license and have an acceptable driving record. Use of a personal vehicle for City business will be prohibited if the employee does not have personal insurance coverage.
• Some positions require the performance of other essential and marginal functions depending upon work location, assignment, or shift.

ACCEPTABLE EXPERIENCE AND TRAINING:
Two years of professional personnel management experience and a bachelor's degree in personnel, public or business administration, or a related field. Other combinations of education and experience that meet the minimum qualifications may be substituted.