0932 Employment Services Assistant Director Recruitment and Assessment Services [RAS]

This announcement has been reposted to accept additional applications. You can apply here: https://careers.sf.gov/role/?id=3743990004039626

Company Description

This is a Position-Based Test conducted in accordance with CSC Rule 111A. Filing is open continuously and will not close before Friday, March 29, 2024.

The Department of Human Resources (DHR) is the central human resources agency for the City and County of San Francisco. The DHR Employment Services Division encompasses client services consulting and operations teams, and miscellaneous and public safety exam development and administration. The division prioritizes the need for structural and functional change to improve efficiency and consistency in the services provided and to address staffing and retention issues to better enable DHR to lead critically important citywide projects including reducing time-to-hire Citywide.

Position Description

The Employment Services Assistant Director RAS for the Department of Human Resources is a key management position overseeing a variety of high profile personnel responsibilities related to the recruitment and assessment of City staff. This is an exciting opportunity for a well-qualified individual to join a diverse and dynamic team of professionals and technical staff dedicated to providing superior service throughout the organization.

Reporting directly to the Employment Services Director, the Employment Services Assistant Director RAS aids in the overall planning, organization, and direction of the Employment Service Division and the delivery of citywide mission critical services. The Employment Services Assistant Director RAS is responsible for directing the work of two core functions of the Department of Human Resources:

1.    Public Safety Team - responsible for developing and administering complex, state-of-the-art, legally defensible selection processes for the sworn ranks of the San Francisco Fire Department, San Francisco Police Department, and San Francisco Sheriff’s Office governed under Volumes I, II and III of the Civil Service Commission Rules. This process begins with comprehensive, detail-oriented job analyses to support high fidelity assessment for 23 ranks across the three departments. The Team works collaboratively with nationally renowned psychometric consultants when needed for the development and administration of these selection processes.

2.    Miscellaneous Exams - responsible for all Citywide non-sworn job classes governed under Volume I of the Civil Service Commission Rules. This includes conducting comprehensive job analyses to support valid, job-related selection processes for positions Citywide. The Exams Team trains and provides consultation services to City departments on best practices for developing and administering selection processes and utilizing the applicant tracking and exam administration systems.

Reporting directly to the Employment Services Director, the Assistant Director Employment Services [RAS] performs management level work in a wide variety of human resources disciplines, particularly recruitment and assessment.

Major duties of this position include:

• Oversee the city-wide civil service exam program, leading Civil Service reform projects, and managing designated teams within the Recruitment and Assessment Services Unit.
• Promote a culture of excellent customer service and the highest standards of performance and mutual respect including developing practices and programs designed to ensure an environment of continuous learning and improvement.
• Collaborate with a variety of divisions and departments to establish strategic short-term and long-range plans to address city-wide staffing demands and meet the Department of Human Resources’ performance goals.
• Provide expert advice to executive staff and department leadership on complex personnel problems.
• Make well-founded and actionable recommendations based on a sound understanding of policy and best practices.
• Develop and propose policies, procedures, and best practices in the areas of responsibility.
• Prepare effective written communications and/or delivering oral presentations to explain complex issues in accessible terms.
• Prepare reports and deliver presentations to CSC, Boards, Commissions, labor partners, and DPOs/HR leaders, etc.
• Represent the Employment Services Director in a variety of settings in the absence or unavailability of the Director.

Minimum Qualifications

Possession of a bachelor’s degree from an accredited college or university.

and

Six (6) years of progressively responsible Human Resource experience in one or more of the following areas of activity: recruitment and selection, classification and compensation, employee and/or labor relations, or human resource operations including three (3) years supervising human resources professionals engaging in employee assessment activities.

Additional qualifying work experience may be substituted for up to two years of the required education on a year-for-year basis (30 semester/ 45 quarter units equals one year). An advanced degree such as an M.P.A., J.D., M.B.A., or M.S. in Industrial/Organization Psychology may substitute for one year of the required work experience.

Desirable Qualifications:

These may be used to differentiate job finalists at the end of the selection process prior to a job offer.

• Experience in a governmental agency managing professional-level Human Resources staff engaged in recruitment and selection for sworn and civilian positions.
• Graduate major course work in Human Resources, Business or Public Administration, Industrial-Organizational Psychology or a related field.
• Excellent oral communication and written skills, including presentations to governing bodies, and facilitation of large intradepartmental meetings.
• Experience planning and presenting at an executive or senior management level including interfacing with all managerial levels.
• Experience in establishing and administering innovative and defensible practices to hire diverse, and highly talented individuals to into the workforce based on merit and EEO principles in conformance with applicable Federal, State and Local laws and regulations.
• Analytical, strategic thinking to lead and implement data-driven human resources strategy and translate it into achievable goals.
• Working knowledge of applicable local, state, and federal laws and regulations which include San Francisco City Charter, Administrative codes, Civil Service Rules, Annual Salary Ordinance and Collective Bargaining Agreements affecting department operations.

Selection Procedures

Pre-Eligible List:

1. Minimum Qualification Supplemental Questionnaire - Weight: Qualifying

Candidates who meet minimum qualifications are required to complete a Minimum Qualification Supplemental Questionnaire that will be sent as a link via email. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Candidates must complete this questionnaire to move forward in the selection process.

2. Management Test Battery - Weight: 55%

Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management.

This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.

3. Oral Interview - Weight: 45%

This component will explore the candidate’s knowledge of technical aspects of test development and administration through a series of developing situations. The component will be designed to measure knowledge, and/or abilities in job-related areas, including, but are not limited to principles, concepts, procedures, and processes related to job analyses, test development and validation, test administration, and recruitment. It is also designed to measure analytical and quantitative ability, and oral communication skills.

Score Banking:Scores attained on the management test battery (MTB) are "banked" for three years, starting from the date of the exam. This means that, should you apply during this three-year period for other classes requiring the MTB, you will not be required to re-take the test. If a selection process for other classes requiring the MTB is held within one year of the date of this exam, your score on the test will be automatically applied to that selection process. However, after one year, you have the option to either (a) apply your test score to the other selection process or (b) re-take the test. Re-testing is permitted no sooner than one year from the date of the exam and only in association with your eligibility for another class using the MTB. 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 Management Test Battery and Oral Interview must be achieved to be placed/ranked on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score.

Eligible List/Score Report

Once you pass the exam, you will be placed onto an eligible list and given a score and a rank. The duration of the eligible list will be six (6) months and may be extended with the approval of the Human Resources Director.

Certification

The certification rule for the eligible list resulting from this exam will be Rule of the List.

Post-Eligible List:

Candidates will be invited to interview based on test scores and experience that most closely matches the responsibilities of the position determined from a review of the application materials.

How to Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit careers.sf.gov and begin the application process.

Our e-mail communications may come from more than one department so please make sure your email is set to accept messages from all of us at this link. Applicants may be contacted by email about this recruitment therefore, it is their responsibility to contact the Analyst if they update their email address.

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.

Important Note

Please be absolutely clear in your application demonstrating exactly how you meet the minimum qualifications. Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. Please be aware that any misrepresentation of this information may disqualify you from this recruitment or future job opportunities.

Terms of Announcement and Appeal Rights

This is a Position Based Test (PBT) administered in accordance with Civil Service Rule 111A.

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.sf.gov/. 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 
• Conviction History 
• Employee Benefits Overview 
• Equal Employment Opportunity 
• Disaster Service Workers
• Reasonable Accommodation
• Right to Work
• Copies of Application Documents
• Diversity Statement
• Veterans Preference 
• Seniority Credit in Promotional Exams

If you have any questions regarding this recruitment or application process, please contact Giano Bito [giano.bito@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.

Are you an Industrial/Organizational Psychologist interested in supervising other I/O Psychologists delivering assessments to Federal agencies? We seek two supervisors, who will manage highly specialized staff developing and delivering high quality selection or development assessments in a consultative, reimbursable environment. 

Position 1) Major duties for the Hiring Assessment - Professional and Administrative (HAPA) Supervisory Personnel Research Psychologist position include, for example:

• Direct a highly specialized staff and serve as a principal advisor on matters pertaining to research and assessment for selection and promotion assessments such as biographical data, job knowledge, situational judgment, work sample, and writing assessments and related assessment services such as occupational analyses and assessment strategy design.
• Manage the reimbursable business to ensure the delivery of high-quality assessments and achieve full cost recovery including generating new business, maintaining customer relations, and managing the group's budget.
• Consult with individuals across OPM on topics related to assessment content and advise agencies and internal senior management on implementing assessment strategies.
• Plan and direct reimbursable research, analysis, and evaluation in human resources management, industrial/organizational and/or applied social psychology and develop proposals for assessment strategies, occupational analyses, and selection and promotion assessments to address specific agency needs.
• Oversee research studies and conduct data analyses to evaluate the effectiveness of assessment tools and processes.
• Oversee the development and maintenance of innovative internet-based assessment tools, including designing and coordinating job analysis studies, creating test content, developing scoring and weighting protocols, and creating technical documentation related to activities.
• Oversee the development and administration of assessment strategies, occupational analyses, and selection and promotion assessments.

Position 2) Major duties for the Leadership and Employee Development Assessment (LEDA) Supervisory Personnel Research Psychologist position include, for example:

• Direct a highly specialized staff and serve as the principal advisor on matters pertaining to research, assessment, developmental feedback for leadership, and workforce assessments such as leadership personality and potential assessments, multi-source assessments, and competency gap assessments.
• Manage the reimbursable business to ensure the delivery of high-quality assessments and achieve full cost recovery including generating new business, maintaining customer relations, and managing the group's budget.
• Consult with individuals across OPM on topics related to leadership and workforce development assessments and advise agencies and internal senior management on implementing assessment strategies.
• Plan and direct reimbursable research, analysis, and evaluation in human resources management, industrial/organizational and/or applied social psychology and develop proposals for developmental leadership and employee assessments, and competency gap assessments to address specific agency needs.
• Oversee the development and administration of leadership assessments, gap assessments, and collection of raw data for analysis.

For a full description and to apply, visit:  https://www.usajobs.gov/job/775459900.

Note: Individuals eligible to apply under merit promotion procedures may apply here: https://www.usajobs.gov/job/775460100.

U.S. Customs and Border Protection (CBP), Personnel Research and Assessment Division (PRAD) has one opening for a Senior Personnel Research Psychologist. PRAD seeks interested and eligible employees at the GS-14 level.   The position is non-supervisory and is eligible for telework in the following locations:  Washington, DC, Indianapolis, Indiana, and Bloomington, Minnesota.  Applications will be accepted from Tuesday, February 7 to Tuesday, February 13, 2024.

The Personnel Research and Assessment Division is a team of Industrial-Organizational Psychologists leveraging expertise in human capital strategies and applied research to make a difference in the safety and security of our Nation. 

For this position, we are seeking candidates who have a strong interest in employee engagement and organizational development work.  Selected applicants will be responsible for enhancing organization effectiveness through organizational development and conducting research to support national initiatives. Typical work assignments, include but are not limited to:

• Planning and conducting job analysis studies, the results of which serve as the foundation for a variety of human resources programs including development of tests and assessments for frontline hiring and career paths for employee development.
• Applying behavioral science theories to improve employee morale, engagement, and organizational performance and efficiency, to include developing and conducting culture and climate assessments, creating engagement tools and resources, and working with offices across CBP to identify and conduct organizational interventions.
• Applying the knowledge base and scientific methods of psychology to critical human capital issues to include talent acquisition, succession planning, retention, employee motivation, and occupational skills gaps.
• Designing and implementing surveys to support data driven decision-making around human capital issues or to enable program evaluation.
• Participating in all phases of the research process, including problem definition, planning, execution, statistical analysis and interpretation, and reporting of results. Preparing and presenting briefing materials that communicate technical information to non-technical audiences of all levels; documenting applied research study methods and results in technical reports.

If you know of any good candidates for these positions, please pass this information along. For questions, please contact Kathy Stewart (kathleen.a.stewart@cbp.dhs.gov) or Choni Gurira (chiwoniso.gurira@cbp.dhs.gov)

Current Federal employees (GS-0180-14): https://www.usajobs.gov/job/775193700

All other applicants (GS-0180-14):  https://www.usajobs.gov/job/775411600

Job Opportunities | Job Opportunities (governmentjobs.com)

We are expanding our team!

https://chicago.taleo.net/careersection/100/jobdetail.ftl?lang=en&job=376587

The State of Ohio's Opportunities for Ohioans with Disabilities agency is looking for an Assessment Specialist in Columbus, Ohio to work on the human resources team by creating personnel selection assessments and conducting organizational analysis by creating surveys for current employees.

Compensation: $29.49 - $42.01 per hour

Qualifications: Completion of graduate core program in industrial/organizational psychology OR completion of undergraduate core program in industrial/organizational psychology and one year of experience in job analysis and developing/validating assessments for the purposes of personnel selection.

Apply at this link: https://dasstateoh.taleo.net/careersection/oh_ext/jobdetail.ftl?job=230004YH&tz=GMT-04%3A00&tzname=America%2FNew_York

Posting closes June 7, 2023.

Contact: Megan Lentz (supervisor) at megan.lentz@ood.ohio.gov

The City of Cleveland is hiring for Civil Service Examiners whose responsibilities include conducting job analyses, creating position descriptions, developing pre-employment tests/assessments and administration. The preferred candidate will have a Master’s degree in I/O Psychology.  If you are qualified or know of qualified individuals, please access the direct link to the job posting, below:

https://www.governmentjobs.com/careers/cleveland/jobs/4031506/civil-service-examiner-ii?page=2&pagetype=jobOpportunitiesJobs

TO APPLY TO THIS JOB, CLICK HERE

The United States Postal Service Organizational Effectiveness department is looking to add new members to our in-house team of I/O psychology practitioners. Organizational Effectiveness is the department responsible for addressing all job analysis and design, selection and assessment, and people analytics needs for the entire USPS.

We currently have two Industrial Psychologist I vacancies. These roles are primarily responsible for leading job design efforts and supporting organization-wide job analysis efforts led by the team. These positions are suited for early career professionals with professional job analysis and design experience. Additionally, candidates with experience writing job descriptions by leveraging industrial and organizational psychology-based practices are highly desired and encouraged to apply.

Candidates who are interested in the opportunity are encouraged to ensure their application addresses the qualifications/requirements listed on the posting.

Our hybrid-schedule team works remotely 3 days per week, and in-person 2 days per week at USPS Headquarters at L’Enfant Plaza in Washington, D.C. Candidates based anywhere within the United States and willing to relocate to the DC region to join our DC-based office will be considered and are encouraged to apply.

Please apply for this opportunity at the following link: APPLY HERE

JOB DESCRIPTION OVERVIEW

Functional Purpose

Performs a variety of projects and assignments in support of organizational talent management goals. Gathers and analyzes job analysis data for use and application in job analysis studies, career pathing, competency models and related projects. Documents job analysis results, evaluates and classifies jobs and updates job descriptions, competency models, and related materials in accordance with established procedures and guidelines.

Duties & Responsibilities 

1. Participates in job analysis studies (e.g., observations, focus groups, surveys) to gather work related information regarding specific job families to inform the development and modification of job architecture, assessments, competency models, and training programs. Compiles and analyzes job analytic data to identify tasks, job requirements, trends, patterns, and anomalies.
2. Receives and processes job architecture requests such as changes to job descriptions and grade levels. Conducts research to gather necessary information to begin request. Schedules and facilitates meetings with customers to identify request needs, to include changes in job and structure.
3. Writes and modifies job descriptions and qualifications/requirements to describe the duties, responsibilities, and skills required to perform the job at entry. Collaborates with senior team members on restructure and job analytic projects.
4. Works collaboratively as a member of a team to support large-scale job analysis studies and competency models. Independently completes projects and assignments such as data analysis, research and reporting for small-scale job analysis and competency update projects.
5. Analyzes job information to define job roles and requirements and to determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation. Evaluates jobs to determine pay grades using methods such as point factor, factor comparison, and market pricing.
6. Queries data and utilizes human resources information systems to complete analyses, create, revise, maintain, and retrieve job related information. Aggregates and formats data from multiple sources, and conducts analyses such as descriptive, correlations, regressions, factor analysis, and significance testing.
7. Uses standard operating procedures (SOPs), guidelines, and training materials for job classification and evaluation processes, policies, and methods

Come join our team!

https://chicago.taleo.net/careersection/100/jobdetail.ftl?lang=en&job=376301

Come join the City of Chicago! 

https://chicago.taleo.net/careersection/100/jobdetail.ftl?lang=en&job=376587

Job Description