HomeMy WebLinkAboutResolutions - No. 90-130RESOLUTION NO. 90-130
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A RESOLUTION OF THE LODI CITY COUNCIL
APPROVING THE ESTABLISHMENT OF A NEW CLASSIFICATION OF PERSONNEL
ANALYST I AND AMENDING THE CURRENT CLASSIFICATION TITLE OF PERSONNEL
ANALYST TO PERSONNEL ANALYST II
BE IT RESOLVED, THAT THE LODI CITY COUNCIL hereby approves the
establishment of a new classification of Personnel Analyst I (Exhibit
A); and
RESOLVED, that the current classification title of Personnel
Analyst is hereby amended to Personnel Analyst II (Exhibit A); and
BE IT FURTHER RESOLVED, that the following salary range is hereby
approved:
A B
$2288.12 $2402.53
$2648.79 $2781.23
Dated: August 15, 1990
PERSONNEL ANALYST I
C
0
E
$2522.66 $2648.79 $2781.23
PERSONNEL ANALYST II
$2920.29 $3066.31 $3219.63
I hereby certify that Resolution No. 90-130 was passed and
adopted by the Lodi City Council in a regular meeting held August 15,
1990 by the following vote:
Ayes: Council Members - Hinchman, Olson, Pinkerton, Reid and
Snider (Mayor)
Noes: Council Members - None
Absent: Council Members - None
Alice M. Reimche
City Clerk
90-130
RES90130/TXTA.02J
CITY OF LODI
?FRSONNEL ANALYST I/II
DEFINITION:
i
:august 15, 1990
Under the general direction of the Personnel Director, to perform
professional personnel work in a variety of areas including recruitment and
selection, labor relations, classification, salary and benefit
administration, 'training, affirmative action, employee _ssistance, workers'
compensation; and to perform other related work as required.
DISTINGUISHING CHARACTERISTICS:
Personnel Analyst I: This is an entry 'Level class _:: :.ne profess.ionai
personnel series. Under close supervision, incumben�s cerfor, the more
routine recruitment, selection and classification c,ut_es while iearning
policies and legal procedures and specific -echniaues inc metnodo�ogy.
Personnel Analyst II: This is a journey-ievel class inti perforrs rl Wide
variety of professional personnel work. Incumbents of -.nes class are
a_,tpected to carry out their assignments with out detailed '.nstruct ions k;r
guidance. Incumbents are expected to be independently resconsibia
particular duties for which guidelines have teen estaol:sned.
SUPERVISION RECEIVED AND EXERCISED:
Receives direction from the Personnel Director.
May exercise indirect supervision over assigned clerica personr,e_.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
Plans and coordinates recruitments; develop job announcements and
supplemental questionnaires, advertises jobs through various media.
Develops and administers job-related selection procedures, including, but
not limited to, application reviews, written and performance exams, and
interviews and assessment techniques; establishes eligibility lists.
Interviews candidates and chairs qualifications appraisal panels.
Provides information and interpretation regarding City personnel rules,
regulations and procedures.
Performs job audits and analyses of individual positions, classes and series
of classes.
Writes classification specifications, examination documentation, and other
reports as assigned.
Conducts salary and fringe benefit surveys.
Responds to inquiries (written and verbal) regarding salary, benefits, and
classification issues.
Provides staff assistance relating to labor relations.
Assists in developing and providing in-house training and coordinating
training programs.
Works with departments on personnel problems, staffing needs, and
'Interpretation of personnel policies and procedures.
'repares correspondence.
Inputs and retrieves data from computer system.
',ssLsts _n the implementation and monitoring of equal employment
,,pportunity compliance and iffi.rmative action policy and programs.
Performns other related duties as assigned.
�flD1�II�" A
N
CITY OF LODI
PERSONNEL ANALYST
MINIMUM QUALIFICATIONS:
Knowledge of:
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Principles and techniques of recruitment and selection of personnel
including job analysis, test development, and validation methodology.
Applicable Federal and State laws and regulations.
Principles of labor relations.
Methods used in the development and administration of position
classification and compensation plans.
Fundamental principles and o_ractices of public personnel administration.
Current trends in personnel administration.
Methods of basic statistical analysis.
Principles of equal employment opportunity and affirmative action practices.
Ability to:
Analyze, collect, and interpret technical data, evaluating alternatives and
making independent judgments within established guidelines.
Perform job audits and write clear and effective reports.
Interpret and apply laws, rules and regulations.
Establish and maintain effective working relationships with department
officials, employees, and the public.
EDUCATION AND EXPERIENCE:
Any combination equivalent to experience and education that would likely
provide the required knowledge and abilities would be qualifying. A typical
combination is:
Personnel Analyst I: A Bachelor's degree from an accredited college or
university with major course work in public administration, industrial
relations, or a closely related field. Professional personnel experience
which would have provided the knowledge and skills outlined above may be
substituted for the college education on a year for year basis to a maximum
of two years.
Personnel Analyst II: In addition to the above, two years of experience
performing professional level personnel work.
JOBSPE46/TXTA.04P/REC.DIP.