Personnel Program Analyst Series

California State Personnel Board Specification

Series established February 6, 1990

Scope

Under general direction, on the staff of the Department of Personnel Administration, to perform the more responsible, varied and complex technical/ professional analytical staff work in the benefits, classification and compensation, labor relations, personnel management, policy development, training and Merit Award Board program areas; to advise and assist operating officials; to act as leadperson and supervisor of other staff; and to do other related work.

Definition of Series

Incumbents in this series perform working level work in Department of Personnel Administration's line programs. They analyze, review, and make independent recommendations on the State's benefits, classification and compensation, labor relations, personnel management, policy development, training and Merit Award Board program areas. They conduct review and evaluation of benefit programs; determine cost�effective approaches for providing employee benefits; develop systems and�procedures for benefit administration; and conduct bid process for and monitor services of benefit providers. Analyze and classify positions; gather and evaluate pay data; conduct classification and pay studies; prepare class specifications and allocation standards; prepare formal memoranda or reports on personnel matters and participate in the presentation of such matters before the State Personnel Board and other official body; and review proposed personnel actions for conformity with regulations, classification or pay standards, or proper personnel practice. Assist in the development of policies and procedures relating to the personnel management program for State service. Represent the State before employee organizations; and conduct fact finding for negotiation with bargaining units' representatives. Serve as consultant to departments in design, development and evaluation of training programs; conduct evaluation of State's compliance with mandated training requirements; and plan and administer the State Training Center program. Develop personnel rules and regulations; interpret and explain civil�service law, rules and procedures.

Entry Levels

Entry into this class series is typically from outside State service or by State employees from the class of Staff Services Analyst.

Factors Affecting Position Allocation

Supervision received; complexity and sensitivity of assignment; nature and extent of authority delegated to the position; degree of independence and latitude for planning and carrying out assigned responsibility; degree of judgment exercised; level of contacts; consequence of error and impact of decisions and determinations; and level of skill or expertise.

Definition of Levels

Personnel Program Analyst

This is the journey level for personnel management assignments. Personnel Program Analysts perform the working level activities of the Department's line programs. Typical activities involve interpretation and consultation on established benefits programs, classification plans, contracts, memorandums of understanding and other personnel management programs; and application of policies, procedures, laws and rules to specific situations. In most situations, positions have authority and independent decision-making responsibility for their assignments. In some situations, positions may have designated limitations on the exercise of authority and decision-making responsibility and/or limitations on the assignment of the most difficult and sensitive work activities.

Staff Personnel Program Analyst

This is the full journey level for the most complex and difficult personnel management assignments and is the first line supervisor directing working level activities classified at the Personnel Program Analyst level.

Under the full journey level concept, the Staff Personnel Program Analyst class serves as a program specialist with full responsibility and authority for an assigned personnel management program area. Positions are located no�lower than the fourth organizational level in the organization. Incumbents: serve as technical expert consultants to departmental personnel office staff; conduct special benefit, classification and policy, labor relations, personnel management, policy development and training studies; advise and recommend to management proper personnel practices, procedures and policy interpretation; develop and recommend to management negotiating position and strategy; and may serve in lead capacity and as project leader for assigned projects.

Under the supervisory concept, the Staff Personnel Program Analyst class supervises the work of technical and professional staff for assigned personnel program areas. Positions are supervisors at the third and fourth organizational levels at the Department of Personnel Administration. Typical allocations have responsibility for the direction of four to seven total staff, at least three of which are technical/professional staff classified at the Personnel Program Analyst, Staff Services Analyst or Personnel Technician levels. Smaller span of control may be permitted when the supervisory position has total responsibility for an assigned program area and a direct reporting relationship to the division chief level. The designated program responsibility and direct reporting relationship ensure a level of autonomy and program responsibility which support the allocation even though the number supervised is fewer.

Minimum Qualifications

All Levels:

Applicants who are within six months of satisfying the experience or education requirements will be admitted to the examination, but they must fully meet the experience and education requirements before being eligible for appointment.

Personnel Program Analyst

Either I

Experience: One year of experience in California state service performing the�duties of a Staff Services Analyst, Range C. Persons applying experience toward this pattern must have had a full-time assignment in California state service in either benefits, classification and compensation, labor relations, personnel management, personnel policy development, training or Merit Award Board program areas, performing analytical duties.

Or II

Experience: One year of experience performing personnel program duties, conducting review and analysis of benefits program administration, classification and compensation, labor relations, personnel management practices, personnel policy development or training program administration. Experience must include full-time employment performing analytical and consultative duties, resolving technical program issues, providing interpretation of policies, developing procedures and making management recommendations; and

Education: Possession of a Master's Degree in Public or Business Administration, personnel management or labor relations fields, or other closely related academic fields.

Or III

Experience: Three years of progressively responsible experience performing personnel program duties, conducting review and analysis of benefits program administration, classification and compensation, labor relations, personnel management practices, personnel policy development or training program administration. Experience must include full-time employment performing analytical and consultative duties, resolving technical program issues, providing interpretation of policies, developing procedures and making management recommendations. (Experience in California state service applied toward this pattern must include one year of experience performing duties comparable in level of responsibility to a Staff Services Analyst, Range C.) (One year of graduate work in Public or Business Administration, personnel management or labor relations fields, or other closely related academic fields may be substituted for one year of the required experience.) and

Education: Equivalent to graduation from a four-year college. (Additional qualifying experience may be substituted for the required education on a year-for-year basis.)

Staff Personnel Program Analyst

Either I

Experience: One year of experience in California state service performing the duties of a Personnel Program Analyst.

Or II

Experience: Two years of experience performing personnel program duties, conducting review and analysis of benefits program administration, classification and compensation, labor relations, personnel management practices, personnel policy development or training program administration. Experience must include full-time employment performing analytical and consultative duties, resolving technical program issues, providing interpretation of policies, developing procedures and making management recommendations; and

Education: Possession of a Master's Degree in Public or Business Administration, personnel management or labor relations fields, or other closely related academic fields.

Or III

Experience: Four years of progressively responsible experience performing personnel program duties, conducting review and analysis of benefits program administration, classification and compensation, labor relations, personnel management practices, personnel policy development or training program administration. Experience must include full-time employment performing analytical and consultative duties, resolving technical program issues, providing interpretation of policies, developing procedures and making management recommendations. (Experience in California state service applied toward this pattern must include one year of experience performing duties comparable in level of responsibility to a Personnel Program Analyst.) (One year of graduate work in Public or Business Administration, personnel management or labor relations fields, or other closely related academic fields may be substituted for one year of the required experience.) and

Education: Equivalent to graduation from a four-year college. (Additional qualifying experience may be substituted for the required education on a year-for-year basis.)

Knowledge and Abilities

Personnel Program Analyst

Knowledge of: Benefits programs and benefits program administration practices; classification and compensation principles used in analyzing and�describing positions, establishing proper salary levels, and conducting classification and pay studies; training programs and training program administration practices; principles and practices of personnel management and�employee relations; principles, practices, and trends of public administration, organization and management.

Ability to: Perform research in various personnel fields; interpret and apply�laws, rules, standards, and procedures; develop and administer benefits, personnel management or training programs; analyze and solve difficult technical personnel problems; maintain the confidence and cooperation of others; analyze data and present ideas and information effectively; train and supervise subordinates; assume and demonstrate independent responsibility for decisions and actions having broad implications on various aspects of personnel management policies and program.

Staff Personnel Program Analyst

Knowledge of: In addition to those listed above, Department's Affirmative Action Program objectives; a supervisor's role in the Affirmative Action Program and the processes available to meet affirmative action objectives.

Ability to: In addition to those listed above, effectively contribute to the Department's affirmative action objectives.

Class History