ANALYST II

Job Description and Duties Under direction, the Analyst II serves as the Classification and Pay (C&P) Analyst performing the more varied complex technical personnel management work in the areas of classification and pay and recruitment. The Analyst II interprets and explains civil service law, rules, and procedures; provides guidance on recruitment and application review; performs research in specific areas of public personnel management; represents the Department of Developmental Services (Department) at meetings, conferences, and career fairs. Effective July 1, 2025, State employees are subject to a salary reduction of three percent in exchange for five hours per month of the Personal Leave. Please let us know how you heard about our position by taking this brief survey: https://www.research.net/r/ddsadmin You will find additional information about the job in the Duty Statement. Special Requirements The Statement of Qualifications (SOQ) must be numbered in the same order as the following areas, typed in 12-point Arial font, single spaced, and be no more than two pages in length. Applicants who fail to answer the questions or submit an SOQ may not be considered. 1. Share an experience where you explained complex personnel or human resources-related information to staff or management who were unfamiliar with the topic. What was the situation, how did you ensure understanding, and what resources did you utilize to support your explanation? 2. Describe your experience within the Classification and Pay area of Human Resources. If you are using list eligibility from an on-line exam to qualify for this position, you MUST include with your application any documentation (i.e., copy of transcript, degree, license, etc.) to verify meeting the MQ’s or you may not be considered for the position. The MQs will be verified prior to interview and/or appointment. If it is determined that an applicant does not meet the MQs of the classification, the applicant may not be considered and withheld from the eligible list. Desirable Qualifications In addition to evaluating each candidate's relative ability, as demonstrated by quality and breadth of experience, the following factors will provide the basis for competitively evaluating each candidate: Knowledge of: Computers, copy and fax machines; technical aspects of personnel management; effective communication; good judgment when interacting with the public and professional staff; good computer skills. Principles and practices of public personnel management; classification and pay principle used in analyzing and describing positions, establishing proper salary levels, and conducting classification and pay surveys; techniques of employee recruitment; employee relations and performance evaluation; principles, practices, and trends of public administration, and organization and management. Ability to: Demonstrate good judgment, work well under pressure, and perform multiple tasks with accuracy and precision. Maintain confidentiality and tact. Work independently and meet deadlines while managing multiple assignments. Interact positively with staff at all levels and demonstrate a willingness to take extra steps to promote quality service. Provide excellent customer service by reporting to work on time and being available to customers and staff, during normal work hours. Operate various office machines; follow directions, evaluate situations accurately and take effective action and complete assignments with accuracy, precision, and neatness. Perform research in various personnel fields; interpret and apply laws, rules, standards, and procedures; develop and administer training programs; analyze and solve difficult technical personnel problems; analyze data and present ideas and information effectively; assume and demonstrate independent responsibility for decisions and actions having broad implications on various aspects of personnel management.