Resolution - 7222Resolution No. 7222
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST COVINA,
CALIFORNIA, AMENDING RESOLUTION NUMBER 1277, RELATING TO
CLASSIFICATION AND COMPENSATION OF POSITIONS AS AMENDED FOR
THE POSITION OF PERSONNEL ANALYST I AND II.
• WHEREAS, the Personnel Commission has reviewed and recommends approval
of the amended class specification for Personnel Analysts I and II; and
WHEREAS, The Personnel Commission has reviewed and recommends approval
of the salary range of $1911-$2578 for Personnel Analyst I and a salary range
of $2089-$2819 for Personnel Analyst II;
• NOW THEREFORE, the City Council of the City of West Covina does resolve
as follows:
SECTION 1. The class specification for Personnel Analyst I and II,
attached and marked Exhibit A is hereby adopted.
SECTION 2. Resolution No. 1277, as amended, relating to classification
and compensation of positions is hereby amended by this resolution.
SECTION 3. The effective date of this resolution is July 14, 1986.
SECTION 4. The City Clerk shall certify to the adoption of this
resolution.
APPROVED AND ADOPTED THIS 14th day of July, 1986.
ATTEST:
z lz " 9'- C��/ A/01�City Clerk 7
0-
I HEREBY CERTIFY that the foregoing Resolution was duly adopted by
the City Council on the 14th day of July, 1986.
AYES: Councilmembers: Tennant, Bacon, Manners, Chappell, Shearer
NOES: Councilmembers: None
ABSENT: Councilmembers: None
is APPROVED AS TO FORM:
•
THAttoBey l
City Clerk /
Exhibit A
CITY OF WEST COVINA
PERSONNEL ANALYST I AND II
JOB SUMMARY
Under general direction performs professional work related to
recruitment, selection, training, classification and employee
relations; participates in the development and implementation of
personnel policies and procedures; conducts special studies in the
field of personnel administration; does related work as required.
• CLASS CHARACTERISTICS
• This is a class series specification incorporating an entry class of
Personnel Analyst I and journey level class of Personnel Analyst II.
Positions allocated to the classes are the result of departmental
determinations regarding the type of work available, workload,
availability of staff time for training purposes and incumbent
expertise. Analyst I positions are differentiated from the II's by
level of .difficulty, variety of assignments, and degree of
independence and expertise expected of incumbents. Progression from
Analyst I to II is not automatic but based upon incumbent ability and
the availability of work appropriate to the II class.
REPRESENTATIVE DUTIES
Duties may include, but are not limited to the following:
1. Develops, administers and scores standardized employment
examinations; participates in and coordinates the computation of
scores.
Z. Recruits for open positions by advertising in professional
journals, local newspapers, and recruitment bulletins; contacts
schools, colleges, and other agencies to advise them of employment
opportunities.
3. Conducts assessment centers, oral boards, written examinations,
and job simulation examinations.
4. Contacts training providers, facility managers, caterers and
training material sources to synchronize training calendar and
coordinate training sessions.
5. Develops ideas for training announcements, coordinates the
dissemination of registration materials, reviews submission of
registration, and makes decisions regarding training registration
and promotion.
6. Conducts salary and benefits surveys with other cities and
0
governmental agencies by making on —site, telephone, and/or mail
enquiries.
7. Conducts new employee orientation to insure new employees are made
aware of and understand various city policies regarding their
working hours, conditions of employment, benefits, retirement
program, tuition reimbursement, etc.
8. Studies positions and classes in maintenance of the city's
• position classification and compensation plans.
9. Conducts special studies and prepares administrative reports.
QUALIFICATIONS GUIDE
Personnel Analyst I
• Any combination equivalent to experience and training that would
likely provide the required knowledge, skills, and abilities that
would be qualifying. A typical way to obtain the knowledge, skills.,
and abilities would be graduation from a college or university with a
Bachelors degree in Business, Liberal Arts, Public Administration or
related.field. Professional experience in personnel administration
may substitute for up to two years of education.
Personnel Analyst II
Any combination equivalent to experience and training that would
likely provide the required knowledge, skills, and abilities that
would be qualifying. A typical way to obtain the knowledge, skills,
and abilities would be satisfaction of the qualifications listed above
for Personnel Analyst I plus two years of experience equivalent to
what would be achieved by a Personnel Analyst I.
•