Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 067-2023 to approve, due to an upward reclassification, the deletion of 1.0 full-time equivalent (FTE) Human Resources Analyst I/II allocation and addition of 1.0 FTE Sr. Human Resources Analyst allocation in the Human Resources Department; and
2) Waive the requirement for filling the Sr. Human Resources Analyst position through a competitive examination process, allowing the current incumbent to be appointed to the position as provided for in Section 507.1.2 of the Personnel Rules.
FUNDING: General Fund with partial cost recovery through the countywide cost allocation plan.
Body
DISCUSSION / BACKGROUND
The Human Resources Department (HR) received a request from a current Human Resources Analyst II incumbent to conduct a classification study of their position using the prescribed process in Personnel Rule 506.1. The incumbent believed they worked out of class as a Sr. Human Resources Analyst.
HR conducted a classification study as indicated below, using a whole-job analysis approach. This methodology analyzed the job as a whole, rather than by individual factors, by evaluating the core duties and responsibilities, the nature and level of work performed, and the minimum qualifications required to perform the work. The entire position, including the skills required, the decision-making authority, the scope, the magnitude of work, and the accountability for results, is compared as a whole to other positions.
In conducting this classification study, HR performed the following tasks:
1. Reviewed Position Description Questionnaire (PDQ) completed by the incumbent;
2. Conducted a detailed analysis of the incumbent’s responses compared to the current job description and classification allocation;
3. Reviewed classification response submitted by position’s supervisor;
4. Scheduled and conducted several follow-up interviews to affirm information contained wi...
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