Skip to content

Career Opportunity

Departmental Personnel Officer - Office of the Treasurer & Tax Collector (0931) (142044)

Recruitment: RTF0142043-01136825

Published: December 14, 2023


Eric Louie -

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

Department: Treasurer-Tax Collector
Job class: 0931-Manager III
Starting salary range: $148,304.00 - $189,306.00 (Range A)
Role type: Permanent Civil Service What does this mean?
Hours: Full-time
Exam type: Position Based Test
Rule: Rule of the List What does this mean?
List type: Combined Promotive and Entrance


Specific information regarding this recruitment process is listed below:
Application Opening: Thursday, December 14, 2023
Application Deadline: Thursday, December 28, 2023, 11:59PM (PST)
Compensation Range: $145,028 - $185,146 (Range A)
Recruitment ID: PBT-0931-142044

This is a Position-Based Test conducted in accordance with CSC Rule 111A.

Our Mission
The Office of the Treasurer & Tax Collector serves as the banker, tax collector, collection agent, and investment officer for the City and County of San Francisco. As the entity responsible for safeguarding the City’s money, the Office uses this expertise and authority to assist San Francisco residents through award-winning programs and initiatives that help low-income families build economic security and mobility.

Our Vision
We are committed to providing excellent services for taxpayers, customers, and our community. By promoting diversity, equity, and inclusion, we are a stronger, smarter, and more informed government agency.

Role description

The Human Resources division supports the Department with all aspects of employment. We aspire to foster an environment that elicits purpose and nurtures a sense of belonging. In order to truly be stronger with a diverse workforce, we institute equitable practices to hire, develop, and support our team, including ongoing social, emotional, and professional development. This ensures that from the start, employment with the Department and the City begins in a positive way.

As the manager of this Human Resources team, you will utilize your skills and experience in all areas – recruitment and exams, operations, employee and labor relations, EEO, ADA, workers’ compensation, payroll and personnel functions, leaves, and more. In addition, you support the Department by advising all staff and consulting with management regarding all employee issues. Major HR Initiatives include managing departmentwide training budget, co-sponsoring of Diversity Equity and Inclusion efforts, developing promotive pathways for staff, and advocating for improvements in citywide HR practices.

Under current policy, this position supports a hybrid remote work schedule. The incumbent will be required to work a minimum of three (3) days per week in the office.

Essential Duties and Responsibilities:

Reporting to the Chief Assistant Treasurer, the Departmental Personnel Officer plans, monitors, evaluates, and supervises the operation of all human resources and payroll functions, including: recruitment and selection, classification, certification, EEO/ADA, employee and management training, employee/labor relations, human resources management, and other related HR programs. The person champions the organizational culture by helping staff build individual competencies, improving teamwork and communication, securing the support of senior management for new initiatives, and fostering an environment of continuous improvement. The Departmental Personnel Officer serves as one of the Racial Equity leaders for the Department, and works with the consultant on racial equity action plan and initiatives.

The essential duties of the position include but are not limited to:

  • Manages, organizes, plans, and directs the work of HR and payroll staff.
  • Interprets, coordinates, and enforces application of Civil Service Commission rules and employment laws.
  • Manages, plans, and implements recruitment and selection programs.
  • Manages onboarding, promotions, and leaves.
  • Conducts classification studies; advises management on the merits of requests for reclassification.
  • Manages and approves the preparation and maintenance of personnel records.
  • Conducts investigations and writes reports on disciplinary charges against employees.
  • Coordinates labor relations including grievance management and escalated labor disputes.
  • Manages training budget and coordinates trainings with colleagues.
  • Manages payroll and personnel functions.
  • Serves as the Department’s Racial Equity leader.
  • Provides guidance and consultation to leadership and colleagues on employee and team development.
  • Performs related duties and responsibilities as required.

How to qualify


Education: Possession of a baccalaureate degree from an accredited college or university; AND

Experience: Five (5) years of verifiable professional human resources experience, of which two (2) years must include performing duties in one of the following areas: labor relations, negotiations, grievances, employee discipline, personnel and/or payroll records, interpretation and administration of HR policies and procedures. Three (3) of the five (5) years of experience must include supervising professional staff engaged in one or more of the previously mentioned human resources areas.

Experience Substitution: Possession of a Master’s degree or other graduate degree from an accredited college or university with major coursework in human resources, business or public administration, industrial psychology, or a related field may substitute one (1) year of the required experience (but may not substitute for the required supervisory experience).

Note: One year full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment.

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

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 SmartRecruiters application by the filing deadline. Information must be entered into the SmartRecruiters applicant tracking system under the headings for Experience and Education. Leaving these sections blank and attaching a resume in lieu of completing the Experience and Education sections will cause your application to be rejected.

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, disqualification or may lead to lower scores.

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

Minimum Qualification Supplemental Questionnaire (MQSQ):
Candidates will be required to complete a MQSQ as part of the 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.

HR Technical Knowledge Exam (Generalist/Operations) (Weight: 40%):
Candidates deemed eligible and admitted to the selection process will be administered a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and/or practices related to job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, preemployment, probationary periods, employee leave, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, Word, Excel, PowerPoint) and the ability to interpret data in tables, graphs, and charts.

The above multiple-choice test component is a standardized exam and, therefore, test questions and test answers are not available for public inspection or review.

Score Banking: Scores attained on the HR Technical Knowledge Exam (Generalist/Operations) component are "banked" for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions that are considered to be primarily “generalist/operations” in scope. This means that, should you apply during this three-year time period to a 1246 and/or 0931 HR job opportunity for which “generalist/operations” is the position’s primary focus, you will not be required to re-take this exam component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes this test component, your score on this test component will automatically be applied to that announcement. Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments). However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the test component. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

Supplemental Questionnaire Evaluation (Weight: 60%):
Candidates who obtain a passing score on the HR Technical Knowledge Exam (Generalist/Operations) will be sent a Supplemental Questionnaire via electronic mail after the closing of this filing period.

The Supplemental Questionnaire is designed to measure the knowledge, skills and/or abilities in job-related areas required for the position which may include, but not be limited to: Knowledge of: federal, state, and local laws and regulations pertaining to human resources in the City and County of San Francisco. This includes Civil Service Rules, labor relations, EEO, protected leaves, and reasonable accommodations. Ability to: advise senior department managers on sensitive and complex human resources issues; tactfully and effectively communicate, orally and in writing often under stressful situations; communicate established work standards and expectations, coach employees to develop skills, and motivate to exceed expectations; identify training needs and develop training resources, implement training, orientation and professional development plans; analyze problems using logical processes, research and develop alternative solutions, and use sound judgment to advise leaders on a course of action; deal with conflicts, confrontations, and disagreements in a positive manner, remain objective and free of bias, and identify creative solutions; effectively plan, direct, and coordinate the work of subordinates to accomplish team and department goals.

Applicants will be given a deadline to return the Supplemental Questionnaire. Those who do not respond by the established deadline will not be eligible to continue in the examination process and will not be added to eligibility list resulting from this process. All applicants’ responses to the Supplemental Questionnaire are subject to verification.

The Supplemental Questionnaire will be rated and scored by our Subject Matter Experts. A passing score on the Supplemental Questionnaire 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.

Passing scores on each the HR Technical Knowledge Exam (Generalist/Operations) and Supplemental Questionnaire Evaluation must be achieved in order to be placed/ranked on the Eligible List.

Note: Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.

What else should I know?

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 six (6) months, and may be extended with the approval of the Human Resources Director.

Certification Rule:
The certification rule for the eligible list resulting from this examination will be Rule of the List.

To find Departments which use this classification, please see

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

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.

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

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit 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 (,,,,,,,,,,,,,, and

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.

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst, Eric Louie at

All your information will be kept confidential according to EEO guidelines.

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.