------------------------------------------------------------------
Personnel Analyst
UCI Series Concepts
Class Specifications - F.20
Principal Personnel Analyst II - 7660
Principal Personnel Analyst I - 7661
Senior Personnel Analyst - 7662
Personnel Analyst - 7663
Assistant Personnel Analyst - 7664
March, 1973
******************************************************************
SERIES CONCEPT
Personnel Analysts conduct or supervise responsible and complex personnel
analysis requiring a knowledge of over-all University personnel policy,
procedures, and goals as well as a thorough knowledge of the campus personnel
program; and perform other related duties as required.
Incumbents act as the campus Personnel Office representatives for a number
of departments; provide staff assistance to the Personnel Manager; review
end allocate continuing and new positions to the appropriate class within
established classification standards; develop classification standards for
new classes and review appropriateness of standards for existing classes;
conduct surveys regarding pay data, employment practices, and policies;
develop salary and policy recommendations; project salary range adjustment
needs; advise departmental administrators on actions involving promotion,
demotion, transfer and other personnel actions; review requests for exceptions
to personnel policies; advise departmental administrators on organization
in regards to staffing, work distribution, work methods, and related matters;
and represent the Personnel Office to employees, employee organizations, and
other groups.
The Personnel Analyst is expected to have a broad knowledge of, and be able
to apply the doctrines, theories, and practices within the field of personnel
analysis and administration.
CLASS CONCEPTS
Principal Personnel Analyst II and I
Incumbents are responsible for supervising or performing the highest level
of personnel analysis. Positions are allocated to these levels by the
Chancellor or Vice President on the basis of internal comparison with Staff
Officer I and II classes and the nature and scope of responsibilities, the
role of the position in the over-all management function, and the specialized
requirements of the work.
Senior Personnel Analyst
Incumbents (a) have responsibility for a large group of campus departments
and supervise other Personnel Analysts, or (b) have continuing campus-wide
responsibility for one or more of the functional areas of the personnel
program such as salary administration, employee relations, management
development, and training, and usually supervise other professional employees,
or (c) conduct responsible and complex analysis of personnel rules, policies,
classification standards, salary ranges and other areas on a University-wide
basis. Personnel analysis duties are performed under minimal supervision
and work is reviewed in terms of meeting specific goals and objectives.
Typically at this level, incumbents develop and recommend now campus-wide
or University-wide personnel programs, policies, and procedures; review
the reeds of the campus and University, and make recommendations for changes
in the Personnel program; provide advice and assistance to other Personnel
Analysts on the more difficult problems; represent the Personnel Office in
discussion with outside organizations and agencies; and supervise the work
of other Personnel Analysts.
Personnel Analyst
Incumbents perform responsible and complex professional personnel analysis
with only general supervision. The majority of personnel analysis duties
in a campus Personnel office are performed at this level.
Typically at this level, incumbents review and allocate continuing and new
positions to the appropriate class; develop classification standards for new
classes and review appropriateness of standards for existing classes; conduct
surveys regarding pay data, employment practices and policies; develop salary
and policy recommendations; advise departmental administrators on action
involving promotion, demotion, transfer, and other personnel actions; review
requests for exceptions to personnel policies and make recommendations; and
provide advice to departmental administrators in a variety of personnel
areas.
Assistant Personnel Analyst
Incumbents perform personnel analysis under the supervision of higher level
Personnel Analyst. Assignments may be more limited than those at the Personnel
Analyst level, but the primary distinction is the degree of independence with
which the incumbent performs a wide variety of personnel analysis functions.
MINIMUM REQUIREMENTS
Principal Personnel Analyst II
Graduation from college with a major in business administration, public
administration, industrial psychology, or an allied field, and seven years
of experience in personnel analysis or administration: or an equivalent
combination of education and experience.
Principal Personnel Analyst I
Graduation from college with a major in business administration, public
administration, industrial psychology, or an allied field, and six years
of experience in personnel analysis or administration; or an equivalent
combination of education and experience.
Senior Personnel Analyst
Graduation from college with a major in business administration, public
administration, industrial psychology, or an allied field, and four years
of experience in personnel analysis or administration; or an equivalent
combination of education and experience.
Personnel Analyst
Graduation from college with a major in business administration, public
administration, industrial psychology, or an allied field, and two years
of experience in personnel analysis or administration; or an equivalent
combination of education and experience.
Assistant Personnel Analyst
Graduation from college with a major in business administration, public
administration, industrial psychology, or an allied field; or an equivalent
combination of education and experience.
Note: A Master's degree in business administration, public administration,
industrial psychology, or an allied field, may be substituted for one year
of the required experience.
******************************************************************