1992 AGN JUN 16 I17 - Laserfiche WebLink

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PERSONNEL ANALYST I PERSONNEL ANALYST II DEFINITION CITY OF COLTON Performs a variety of professional, technical and analytical work in a variety of personnel program areas including recruitment and selection, employee relations, compensation, classification, workers' compensation, employee benefits, Affirmative Action, employee development, employee counselling and employee training; and provides responsible administrative assistance to the Personnel Director. DISTINGUISHING CHARACTERISTICS Personnel Analyst I - This is the entry level class in the professional personnel analyst series. Positions at this level typically have appropriate specialized training with some job-related experience. This class is distinguished from the Personnel Analyst II class in that incumbents perform a significant portion of the work assigned to the full journey level class, but without the independence or full responsibility expected at the journey level. Personnel Analyst II - This is the full journey level class in the professional personnel analyst series. The Personnel Analyst II class is distinguished from the Personnel Analyst I by the performance of the full range of duties with only occasional instruction or assistance as new or unusual situations arise. Incumbents work independently under general supervision. Positions in this class are flexibly staffed and are normally filled by advancement from the Personnel Analyst I class. SUPERVISION RECEIVED AND EXERCISED Personnel Analyst I Receives general supervision from the Personnel Director. May receive functional and technical supervision from higher level professional positions within the Personnel Analyst series. Personnel Analyst II Receives direction from the Personnel Director. May exercise functional and technical supervision over lower level positions in the Personnel Analyst series, paraprofessional or clerical staff. EXAMPLES OF DUTIES - Duties may include, but are not limited to, the following: Assist in the development of departmental goals and objectives as well as policies and procedures necessary to provide assigned personnel services; recommend and assist in the development and implementation of modified systems, policies and procedures. Develop and implement recruitment plans; develop recruitment schedules and related literature and job advertising; direct and participate in applicant screening, test development, and administration; develop eligible lists;