Career Opportunity

Principal Administrative Analyst (Multiple Positions)- Department of Early Childhood-(1824)

Recruitment: RTF0134212-01149045

Published: May 10, 2023

Accepting applications until: May 27, 2023

Apply using SmartRecruiters, the City and County of San Francisco's application portal Learn More

About:

Application Opening: May 10, 2023
Application Deadline: May 27, 2023
Annual Salary: $128,050-$155,662 (Compensation Database)
Recruitment: PBT-1824-134213
 

About the San Francisco Department of Early Childhood 

The Department of Early Childhood (DEC) is a City and County of San Francisco Department dedicated to our young children's safe and healthy development.

As the City’s largest funder of early childhood, DEC is committed to creating a system that ensures every child can thrive and learn. We provide public investment, expertise, and leadership to put resources into the hands of those who care for our City’s youngest children.

DEC is the result of a merger of two existing city departments, First 5 and the Office of Early Care and Education. Both First 5 and OECE have long histories of supporting young children and families in San Francisco through innovations in early care and education, family support services, and programs to support children’s healthy development. They merged to expand their capacity and funding and to better integrate the City’s early childhood services.

Racial Equity Commitment 

The Department of Early Childhood condemns all forms of racism, sexism, homo/biphobia, transphobia, ableism, xenophobia, and other forms of discrimination; and affirms that all people – explicitly including Black, Indigenous, and People of Color – have a right to be in our City and have a right to safe and affordable housing, neighborhoods free from pollution and violence, opportunities for educational advancement and wealth creation, healthy births, early childhoods with abundant opportunities to thrive free from the toxic effects of racism, and access to essential services such as parks, transportation, health care, and child care. The Department of Early Childhood is committed to the principles of racial equity and continues to implement new strategies to ensure that every child can learn and thrive. 

Role description

The Principal Administrative Analyst is responsible for supporting Department-specific initiatives through quantitative and qualitative data analysis in a variety of topic areas. Topic areas could focus on legislation, policy, grants, contracts, budgets, finance, and/or program evaluation and planning. As an Pr. Administrative Analyst, you will work with a Deputy Director to perform, develop, and implement effective recommendations, identify issues and use the appropriate analytical tools and computer applications to gather and make sense of data, as well as prepare and present well-organized and accurate reports. The Analyst engages in cross-divisional work for department wide planning, and actively champions and advocates for inclusivity and social and racial equity in all work.

See below for examples of the range of duties by subject matter:

Pr. Policy Analysts direct, oversee, conduct and/or facilitate difficult analysis of performance data to identify operational challenges and develop policy recommendations as well as prepare materials for publication such as policy memos and hearing materials.

• Key duties include, but not limited to, understanding department policy priorities and working with elected officials, and tracking of relevant local, state, and federal legislation and regulations that may impact the department. 

Pr. Budget Analysts direct, oversee, conduct and/or facilitate difficult budget proposals and financial models, track City revenues and expenditures, perform account reconciliation for budget period closing, and present analysis to stakeholders.

• Key duties include, but not limited to, reviewing and exporting large datasets into reports, compiling budget requests, preparing budget reports and calendars, responding to budget requests and providing customer-service and thought partnership to internal and external partners.

Pr. Contracts Analysts direct, oversee, conduct and/or facilitate difficult contract processes for their department throughout the full procurement process. They will collaborate and build relationships with other key departments overseeing contract monitoring and execution.

• Key duties include, but not limited to, supporting the facilitation of informal and formal bid processes, reviewing department compliance with new and existing contracts, assisting in the creation of important contract documents, and being a valuable thought partner on contracts to department leadership and City vendors.

Pr. Finance Analysts direct, oversee, conduct and/or facilitate difficulty fiscal accounting, budget analysis and reporting, billing, revenue collection, and debt management.

• Key duties include, but not limited to, analyzing the overall financial condition of a department, interpreting City contracting guidance and informing recommendations, preparing financial statements and reports to various funding agencies throughout the fiscal year, calculating debt capacity and exploring financing alternates, and using City financial systems.

Pr. Grants Analysts direct, oversee, conducts and/or facilitate difficulty analytical work related to grants management and compliance, and complex contracting process.

• Key duties include, but not limited to, directs and/or conducts the development and implementation of complex and comprehensive surveys, studies and other processes to determine best process for grant management, works directly with grantees in the procurement, negotiations, and monitoring components of the grant life cycle., develops and organizes annual reports on evaluation and monitoring, and represent Department or Division at meetings, legislative gatherings, other events related to this position and duties/responsibilities. Develop programs and initiatives and collaborate and build relationships with other key departments overseeing funding monitoring and execution, monitoring process of programs, policy recommendation and initiatives.
   
• Please note that incumbents in this classification may be required to perform duties as listed in the class specification

How to qualify

Minimum Qualifications
Possession of a baccalaureate degree from an accredited college or university, and five (5) years full-time equivalent experience performing professional-level analytical work. Qualifying professional-level analytical work includes analysis, development, administration, and reporting in major programs and functions of an organization in the areas of budgets, contracts, grants, policy, or other functional areas related to the duties of positions in the 182X Class series.

Substitution:
Possession of a graduate degree (Master's degree or higher) from an accredited college or university with major coursework in specialized subject matter areas such as public or business administration, management, business law, contract law, public policy, urban studies, economics, statistical analysis, finance, accounting or other fields of study closely related to the essential functions of positions in the Class series may be substituted for one (1) year of required experience.

Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of 2 years). Thirty (30) semester units or forty-five (45) quarter units equal one year.

Verification: Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at How to Verify Education Requirements.

Note: Falsifying one's education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco. 

All work experience, education, training, and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications. 

Resumes will not be accepted in lieu of a completed City and County of San Francisco application. 

Applications completed improperly may be cause for ineligibility or disqualification. 

SELECTION PROCEDURES:

After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:

1. Minimum Qualification Supplemental Questionnaire (MQSQ): 

Candidates will be required to complete an MQSQ that will be emailed as part of the online employment application. This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications (MQ) for this position. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

Note: Only those applicants meeting the Minimum Qualifications will be notified of the exact date, time, and place to report to the Written Core Exam.

2. Written Core Examination (Weight: 60%)

Candidates will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include but not be limited to:

• Ability to evaluate/analyze information/data and to exercise good judgment relative to that evaluation or analysis
• Knowledge of, and ability to apply, financial/fiscal principles (including the ability to use mathematical and statistical formulas)
• Ability to use various computer software programs.

3. Supervisory Test Battery- (Weight: 40%)

Candidates who attain a minimum passing score on the written core examination component will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit:

http://www.sfdhr.org/Modules/ShowDocument.aspx?documentid=11676

A passing score must be achieved on the Written Multiple-Choice Examination and the Supervisory Test Battery in order to continue in the selection process.

The above test components are considered standardized and, therefore, test questions and answers are not available for public inspection or review.

Candidates may receive two or more scores in association with the above selection components. One or more will correspond to the core component of the multiple-choice exam component (i.e., core examination and/or one or more specialty areas). Those candidates who participate in the Supervisory Test Battery, will attain an additional score.

Any scores attained on each of these components will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take any test components for which you have already attained a score. Your score on the Core Exam is not valid for any other classifications in the Admin Analyst Series. You cannot apply a score from the Core exam used for 1820, 1822, or 1823, as it is a different test.

The Supervisory Test Battery may be used for many other classes, therefore your test score may be applied to other classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes any of these components (i.e., core exam, specialty subtest(s) and/or supervisory test battery), your score(s) for the corresponding test component(s) will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score(s) to the other announcement or (b) re-take the test component(s). Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the test component (core, specialty subtest or supervisory test battery) is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

Qualified applicants must achieve a passing score in order to be ranked on the eligible list/score report. Successful applicants will be placed on the eligible list/score report, in rank order, according to their final score.

Note: A passing score on the Written Core Examination must be achieved in order to be placed/ranked on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score. The department may utilize additional selection procedures to make a final hiring decision. Candidate scores on this examination may also be applied to other announcements involving other job titles when directed by the Human Resources Director.

Eligible List/Score Report: A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The duration of the eligible list resulting from this examination process will be of 6 months, and may be extended with the approval of the Human Resources Director.

To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-and-Department-FY-2021-22.pdf.

Terms of Announcement and Appeal Rights:

Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/. 

The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.
 

What else should I know?

Additional Information Regarding Employment with the City and County of San Francisco:

• Information About the Hiring Process
• Conviction History
• Employee Benefits Overview
• Equal Employment Opportunity
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Right to Work
• Copies of Application Documents
• Diversity Statement

HOW TO APPLY
Applications for City and County of San Francisco jobs are only accepted through an online process. Visit Career Page and begin the application process.
• Select the “I’m Interested” button and follow instructions on the screen

Applicants may be contacted by email about this recruitment and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.com).

Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records. Failure to receive this email means that the online application was not submitted or received.

CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be fully vaccinated against COVID-19 as a condition of employment. Someone is fully vaccinated when 14 days have passed since they received the final dose of a two-shot vaccine or a dose of a one-shot vaccine. Any new hire must present proof of full vaccination status to be appointed. Any new hire who will be routinely assigned or occasionally enter High-Risk Settings, must provide proof of having received a COVID-19 booster vaccine by March 1, 2022, or once eligible.

The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.