ADMINISTRATIVE SERVICES MANAGER I / EMERGENCY APPOINTMENTS HOMELESSNESS

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ADMINISTRATIVE SERVICES MANAGER I / EMERGENCY APPOINTMENTS HOMELESSNESS

Salary

$86,869.20 - $117,064.32 Annually

Location

Los Angeles County, CA

Job Type

Temporary

Job Number

b1002B-EA

Department

MENTAL HEALTH

Opening Date

09/16/2024

Closing Date

Continuous

Max Number of Applicants

1000

• Description

• Benefits

• Questions

Position/Program Information

TYPE OF RECRUITMENT:

OPEN COMPETITIVE-EMERGENCY

FILING DATES:

September 19, 2024 at 9:00 A.M. (Pacific Time)

This opportunity will remain open until the needs of the service are met

EXAM NUMBER:

b1002B-EA

The LA County Board of Supervisors recentlydeclared a local state of emergency for homelessness,and the County is working to revise and expand our response to help all who are affected. We are looking for qualified and passionate individuals to help us in the mission of addressing issues like housing, mental health, and substance use. If you are looking for a new career that will directly benefit the population of LA County, this may be the opportunity for you.

The Department of Mental Health is seeking qualified candidates to fill emergency Administrative Services Manager I vacancies related to the homelessness crisis.

Under the emergency order, applicants who meet the requirements may be hired for an initial period of up to 90 days, with an opportunity for permanent County employment.

Before the end of your initial work period, you will be assessed on your work performance. This assessment will be weighted 100%.

Those who successfully pass the assessment will be considered for permanent appointment to Administrative Services Manager I.

Essential Job Functions

DUTIES AND RESPONSIBILITIES:

All Positions

Conducts complex and sensitive research assignments requiring locating and gathering of data from multiple sources and interpretation of often conflicting and ambiguous data to reach sound conclusions; identifies research problems and challenges, determines analytical techniques appropriate to an assignment's purpose; develops statistical and information-gathering processes to ensure quality, integrity, validity, and relevance of data obtained for analysis and decision making purposes.

Compiles information by grouping and/or categorizing the information (e.g., in tables, spreadsheets, data files) in meaningful ways in order to facilitate meeting specific analytical requirements.

Uses qualitative and/or quantitative analytical methods in order to identify issues, summarize findings and draw fact-based conclusions often based upon large amounts of information.

Analyzes complex operational, financial, program and other issues and makes recommendations on appropriate courses of action; participates in the development of options and positions that meet objectives and best balance the interests of various stakeholders; develops and/or recommends the development of programs or policies to address problems or improve operations by applying the results of research and analysis of pertinent information in order to ensure the highest likelihood of success.

Prepares a variety of documents (e.g., reports, business correspondence, memoranda) often of a highly sensitive nature requiring the exercise of organizational acumen; uses appropriate software programs (e.g., word processing, desktop publishing, presentation) to create materials in a variety of formats and approaches in order to effectively communicate information to various audiences (e.g., departmental personnel, members of the public, governing boards).

Interacts with a variety of individuals (e.g., vendors, managers, representatives of external agencies/organizations) often on sensitive and confidential issues; participates in meetings to make presentations, provide advice and/or consultation services, resolve conflicts, mediate disputes, and negotiate agreements; coordinates activities with County central agency and departmental staff, contractors, consultants, outside agencies, etc., to ensure that programs are successfully implemented.

Monitors processes and programs by gathering and analyzing relevant information in order to ensure that processes are capable and stable, and programs are proceeding as planned; monitors emerging issues and concerns in order to develop timely, proactive responses.

Evaluates the effectiveness of various programs by comparing program outcomes to program goals in order to determine whether to continue, modify, or discontinue programs.

Performs various administrative duties (e.g., creating and maintaining files; formatting standard documents; receiving, processing, and routing documents) by appropriately applying Federal and State laws, County and local ordinances, and departmental policies and procedures in order to ensure all work done complies with established guidelines and requirements.

Lead Positions

Leads a team/unit of lower-level analysts by providing work guidance and direction to subordinates, and participates in the work of team/unit members; participates in scheduling, assigning and monitoring work of other employees for completeness, accuracy and conformance with departmental standards; provides information, instruction and training on work processes; provides input to supervisor on employee work performance and behaviors; estimates personnel, equipment and material requirements for assigned jobs.

Supervisory Positions

Plans, organizes, assigns, and evaluates the work of a unit of lower-level analysts; with staff, develops, implements and monitors work plans to achieve assigned unit objectives; provides input and monitors performance; participates in developing, implementing and evaluating plans, processes and procedures to achieve established goals and objectives in accordance with department standards.

Interviews, participates in selecting new unit staff; establishes performance requirements and personal development targets; regularly monitors performance and provides training, coaching and mentoring for performance improvement; recommends performance recognition when warranted; subject to management concurrence, takes disciplinary action in accordance with County policies.

EXAMPLE OF DUTIES:

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.

Human Resources:

Prepares and presents cases for Civil Service or Employee Relations hearings by interviewing witnesses, assembling evidence, analyzing information, developing a strategy of presentation, preparing written and oral arguments, briefs, and motions and examining and cross-examining witnesses.

Analyzes and resolves problems concerning personnel needs and formulates various procedures as needed to assure the practical and efficient operation of the personnel office.

Initiates and develops recruitment programs, including advertising, contact with public and private agencies and organizations, and liaison with other county departments.

Provides advice and instruction to departmental managers in matters relating to departmental policies and procedures, disciplinary action, writing proper performance evaluations, techniques for correcting specific behavior or performance problems, and the application of Civil Service Rules.

Plans, directs and reviews the work of a small personnel unit responsible for such functions as the conduct of departmental examinations, classification studies or other personnel operations.

Contracts:

Conducts complex contracting feasibility and cost analysis studies of various departmental operations; prepares reports detailing findings and makes recommendations.

Performs or administers contract solicitations, develops specifications and/or scope of work, develops and prepares solicitation packages, participates in the proposal/bid evaluation process, and prepares documentation to support contract recommendations for a variety of contracted services.

Negotiates, or participates in the negotiation of highly complex, legal and operational terms, requirements, and conditions for contract awards and modifications; prepares related documents including contracts, amendments and letter agreements.

Conducts complex legal research in applicable laws and regulations, reviews pending legislation, analyzes impact to department contracting efforts, and confers with County attorneys to formulate recommendations.

Prepares letters and memos to the Board of Supervisors recommending contract awards.

Advises line operations in identifying contractual and funding problems, and in resolving differences with contractors.

Formulates and recommends procedures and policies for contract development, and designs forms and other tools to aid in contract development.

Conducts review of contractor compliance with such requirements as licensures, insurance, Living Wage Ordinance and Jury Duty Ordinance.

Budget/Finance and other closely related administrative functional areas:

Supervises a small administrative staff responsible for assisting in the preparation of the departmental budget.

REQUIRED COMPETENCIES AND QUALIFICATION STANDARDS:

GENERAL COMPETENCIES:

Knowledge:

Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, and coordination of people and resources.

Clerical - Knowledge of administrative and clerical procedures and systems such as managing files and records, designing standard forms, and other general office procedures and terminology.

English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

Skills:

Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.

Mathematical Reasoning - The ability to choose the right mathematical methods or formulas to solve a problem.

Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

Coordination - Includes planning, scheduling, organizing, prioritizing, and monitoring work activities by utilizing resources (both human and material) to their fullest and aligning work plans with departmental goals.

Time Management - Managing one's own time and the time of others.

Instructing - Teaching others how to do something.

Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.

Quality Control Analysis - Conducting tests and inspections of products, services, or processes to evaluate quality or performance.

Reading Comprehension - Understanding written sentences and paragraphs in work related documents.

Abilities:

Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.

Oral Expression - The ability to communicate information and ideas in speaking so others will understand.

Written Expression - The ability to communicate information and ideas in writing so others will understand.

Reasoning - The ability to apply the rules of logic when synthesizing a variety of information to identify a problem or reach a workable decision, resolution, or recommendation.

Information Ordering - The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).

SPECIALTY COMPETENCIES:

In addition to the general knowledge requirements listed above, individuals must also possess additional knowledge specific to their specialty area:

Contracts:

County Contracting Authority and Terms and Conditions - Includes knowledge of how to identify and select sources of authority for the County of Los Angeles (e.g., the Board of Supervisors, The County's Purchasing Agent, department heads), knowledge of Proposition A, knowledge regarding legally required contract provisions, knowledge of legally required and Board of Supervisors mandated contract provisions, etc.

Contracting Strategy and Planning - Includes knowledge of the key components of the strategy and planning process, knowledge of the concept of risk as it pertains to contracts, knowledge of how to define the scope of a project and identify requirements to ensure successful contract development, etc.

Creating a Solicitation - Includes knowledge of how to structure solicitations (e.g., the six stages of solicitation, themes of the solicitation process, considerations in the approach to solicitation), knowledge about when and how to prepare materials (e.g., RFSQs, RFPs, SOQs), knowledge regarding the evaluation process (e.g., how to select evaluation committee members, the creation of business requirements, evaluation requirements), knowledge of how to appropriately structure the solicitation response (e.g., facilitating the evaluation, separating cost from function/service, avoiding interpretation of response material), etc.

Managing the Solicitation Process - Includes knowledge of the Contract Analyst's role, knowledge of the role of the project team, knowledge of techniques to exercise control of a project, etc.

The Proposal Evaluation Process - Includes knowledge of the Informed Averaging Evaluation Methodology, knowledge of appropriate evaluation process documentation, knowledge regarding Countywide Protest Policy, etc.

Contract Negotiation and Approval Process - Includes knowledge of the preparation process for contract negotiations, knowledge of contract negotiation principles and processes, knowledge of internal and external review/approval processes, etc.

WORK STYLES:

Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.

Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the work place.

Cooperation - Job requires being pleasant with others on the job and displaying good-natured, cooperative attitude.

Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high stress situations.

Integrity - Job requires being honest and ethical.

Concern for others - Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.

Assertiveness - Job requires a willingness to lead, take charge, and offer opinions and direction.

Persistence - Job requires persistence in the face of obstacles.

Initiative - Job requires a willingness to take on responsibilities and challenges.

Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.

Requirements

MINIMUM REQUIREMENTS:

TRAINING AND EXPERIENCE:

Option 1

A Bachelor's degree from an accredited college or university-AND-Three years of experience performing analytical assignments, two years of which must have been at the associate analyst level*, primarily researching, analyzing and synthesizing data, as well as making recommendations for resolving administrative or operational problems within one or more of the following administrative fields: human resources, budget, finance, contracts or other closely-related administrative field.

*A Master's degree or higher in Business Administration, Public Administration, Law or closely related field may be substituted for one year of the required experience.

Option 2

Five years of experience performing analytical assignments, two years of which must have been at the associate analyst level**, primarily researching, analyzing and synthesizing data, as well as making recommendations for resolving administrative or operational problems within one or more of the following administrative fields: human resources, budget, finance, contracts or other closely-related administrative field.

**Associate analyst level work involves 1.) the independent performance of a variety of routine to moderately complex assignments and/or 2.) under more direct supervision, the performance of complex assignments. Both types of assignments require the use of established research and analytical methods and techniques, as well as sound professional judgment to analyze and resolve problems and issues related to administrative functions such as human resources, budget, finance, contracts and other closely-related administrative functional areas. This level of work is generally assigned to positions in classifications above the entry level classification of the respective series.

Note: For a fuller description of associate-level analytical work, refer to Los Angeles County's Management Analyst classification (Item #1848).

NO OUT-OF-CLASS EXPEREIENCE WILL BE ACCEPTED. REQUIRED EXPERIENCE MUST BE FULLY MET AND INDICATED ON THE APPLICATION BY THE LAST DAY OF FILING . NO WITHHOLDS WILL BE ALLOWED FOR THIS EXAMINATION.

LICENSE:

A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions.

PHYSICAL CLASS:

Physical Class II – Light: This class includes administrative and clerical positions requiring light physical effort that may include occasional light lifting to a 10 pound limit and some bending, stooping, or squatting. Considerable ambulation may be involved.

Additional Information

EXAMINATION CONTENT :

Under the emergency order, applicants who meet the requirements may be hired for an initial period of up to 90 days, with an opportunity for permanent County employment.

Before the end of your initial work period, you will be assessed on your work performance. This assessment will be weighted 100%. Those who successfully pass the assessment will be considered for permanent appointment.

APPLICATION AND FILING INFORMATION

Applications must be submitted online only and will be reviewed for interview consideration on an ongoing basis. If you have not been contacted within 60 days and the recruitment remains open or reopens for filing, we encourage you to submit a new application. This will allow you to reaffirm your interest and update any relevant information. Application filing may be suspended at any time without advance notice.

INSTRUCTIONS FOR FILING ONLINE

Applications must be filed online only.

Many important notifications will be sent electronically to the email address provided on the application, so it is important that you provide a valid email address. Please add najordan@dmh.lacounty.gov (hsacks@dmh.lacounty.gov) as well as noreply@governmentjobs.com and info@governmentjob.com to your email address and list of approved senders to prevent email notification from being filtered as span/junk/clutter mail.

Applications must be submitted online only and will be reviewed for interview consideration on an ongoing basis. If you have not been contacted within 60 days and the recruitment remains open or reopens for filing, we encourage you to submit a new application. This will allow you to reaffirm your interest and update any relevant information.

You have the ability to opt out of emails from LA County. If you unsubscribe, you will not receive any email notification for any examination for which you apply with Los Angeles County. Regardless of whether you choose to unsubscribe, you can always check for notifications by logging into governmentjobs.com and viewing your profile inbox, which saves a copy of all emailed notices.

Plan to submit your online application well in advance before the deadline as you may be required to verify your email address. This only needs to be done once per email address, and if you already have a job seeker account on govermmentjobs.com/careers/lacounty,gov you can verify at any time by logging in and following the prompts. This is to enhance the security of your online application and to ensure you do not enter an incorrect email address.

SOCIAL SECURITY NUMBER LANGUAGE

Please include your Social Security Number for record control purposes. Federal law requires that all employed persons have a Social Security Number.

COMPUTER AND INTERNET ACCESS AT LIBRARIES

For candidates who may not have regular access to a computer or the internet, applications can be completed on computers at public libraries throughout Los Angeles County.

FAIR CHANCE EMPLOYER

The County of Los Angeles is a Fair Chance employer. Except for a very limited number of positions, you will not be asked to provide information about a conviction historyunless you receive a contingent offer of employment. The County will make an individualized assessment of whether your conviction history has a direct or adverse relationship with the specific duties of the job, and consider potential mitigating factors, including, but not limited to, evidence and extent of rehabilitation, recency of the offense(s), and age at the time of the offense(s). If asked to provide information about a conviction history, any convictions or court records which are exempted by a valid court order do not have to be disclosed.

NO SHARING USER ID AND PASSWORD

All applicants must file their applications online using their own user ID and password. Using a family member or friend's user ID and password may erase a candidate's original application record.

DEPARTMENT CONTACT:

HR Examinations Unit: (213) 972-7034

HR Examinations Unit Email: exams@dmh.lacounty.gov

Analyst Contact Phone:Nicholas Jordan, (323) 705-3925

Analyst Contact Email:najordan@dmh.lacounty.gov

ADA COORDINATOR PHONE: (213) 972-7034

TELETYPE PHONE : (800) 735-2922

CALIFORNIA RELAY SERVICES PHONES : (800) 735-2922

COUNTY OF LOS ANGELES

Employment Information

Any language contained in the job posting supersedes any language contained below.

Your Responsibilities:

1.Completing Your Application:

a. Before submission of the application, it is your responsibility to ensure that all information provided is correct and complete on the application. Incomplete applications cannot be accepted.

b. List each payroll title separately for each job. Do not group your experience. Specify the beginning and ending dates for each job. If you are a Los Angeles County employee and have held multiple positions, do NOT list all of your time with the County under your present payroll title.

c. Please include your Social Security Number for record control purposes. Federal law requires that all employed persons have a Social Security Number.

d. To receive credit, include required documents (e.g., copy of your diploma, transcript, certificate, or license) as directed on the job posting. International degrees in a foreign language must be translated to English and evaluated for equivalency to U.S. standards. Refer to the job posting for specific deadlines for supporting documentation.

2.Requirements on Job Posting:

a. Your application will only be accepted if it clearly shows you meet the requirements. The information you give will determine your eligibility and is subject to verification at any time.

b. You must be at least 16 years of age at the time of appointment unless other age limits are stated on the job posting. The Federal Age Discrimination in Employment Act (ADEA) of 1967, as amended, prohibits discrimination on the basis of age for any individual age 40 or older.

c. Experience is evaluated on the basis of a verifiable 40- hour week, unless specified otherwise. Prorated part-time experience may be acceptable.

3.Application Deadline: All job applications must be completed and submitted before the closing time on the last day of the filing period as indicated on the job posting unless other instructions are provided. Job postings with an open continuous filing period are subject to closure without prior notice. It is to your advantage to file your application early and not wait until the last allowable date and time as you will not be able to apply once the filing period has closed.

4.Change of Name or Address: To change personal information such as your name or address, log into your profile onwww.governmentjobs.comand make the necessary change. This can be done at any time.

5.Equal Employment Opportunity/Non-Discrimination Policy:

a. It is the policy of the County of Los Angeles to provide equal employment opportunity for all qualified persons, regardless of race, color, religion, sex, national origin, age, sexual orientation, disability, or any other characteristic protected by state or federal law. b. If you are an individual requesting reasonable accommodation(s) in the examination process, please contact the testing accommodation coordinator listed on the job posting. The provision of accommodation(s) may be subject to verification, consistent with state and federal law. All accommodation-related information will remain confidential.

Disclaimer: The County of Los Angeles is not responsible or in any way liable for any computer hardware or software malfunction that may affect the employment application or the application selection process.

You assume all responsibility and risk for the use of this system and the Internet generally. This system and the information provided on it are provided on an "as is" and "as available" basis without warranties of any kind, either express or implied. No advice or information given by the County of Los Angeles or its respective employees shall modify the foregoing or create any warranty.

The County of Los Angeles expressly disclaims any warranty that the information on this system or on the Internet generally will be uninterruptible or error free or that any information, software or other material accessible from the system is free of viruses or other harmful components. You shall have no recourse against the County of Los Angeles as the system provider for any alleged or actual infringement of any proprietary rights a user may have in anything posted or retrieved on our system.

The County of Los Angeles shall not be liable for any direct, indirect, punitive, incidental, special or consequential damages arising out of or in any way connected with the use of this system or with the delay or inability to use it (or any linked sites), or for any information obtained through this system, or otherwise arising out of the use of this system, the Internet generally or on any other basis.

NOTE: Your application is submitted using Secure Encryption to ensure the privacy of all information you transmit over the Internet.

By accepting the Use Disclaimer set forth herein, you agree to all of the above terms and further agree to use this Online Job Employment Application System only for the submission of bona fide employment applications to the County of Los Angeles. Any other use of this Online Job Employment Application System, including without limitation any copying, downloading, translating, decompiling, or reverse engineering of the system, data, or related software, shall be a violation of the Use Disclaimer.

Test Preparation: Study Guides and other resources are available to help candidates prepare for employment tests. An interactive system for taking practice tests may be accessed on the Department of Human Resources website athttps://hr.lacounty.gov/. Additional resources may be listed on the job posting.

Veteran’s Credit: In all open competitive examinations, a veteran’s credit of 10 percent of the total credits specified for such examinations will be added to the final passing grade of an honorably discharged veteran who served in the Armed Forces of the United States under any of the following conditions: During a declared war; -or- During the period April 28, 1952 through July 1, 1955; -or- For more than 180 consecutive days, other than for training, any part of which occurred after January 31, 1955, and before October 15, 1976; -or- During the Gulf War from August 2, 1990 through January 2, 1992; -or- For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on August 31, 2010 the last day of Operation Iraqi Freedom; -or- In a campaign or expedition for which a campaign medal or expeditionary medal has been authorized and awarded. Any Armed Forces Expeditionary medal or campaign badge, including El Salvador, Lebanon, Grenada, Panama, Southwest Asia, Somalia, and Haiti qualifies for credit.

A campaign medal holder or Gulf War veteran who originally enlisted after September 7, 1980 (or began active duty on or after October 14, 1982, and has not previously completed 24 months of continuous active duty) must have served continuously for 24 months or the full period called or ordered to active duty.

This also applies to the spouse of such person who, while engaged in such service was wounded, disabled or crippled and thereby permanently prevented from engaging in any remunerative occupation, and also to the widow or widower of any such person who died or was killed while in such service. A DD214, Certificate of Discharge or Separation from Active Duty, or other official documents issued by the branch of service are required as verification of eligibility for Veterans preference. Applicants must submit the documentation for each open competitive exam to qualify for veteran’s credit. More information available at:https://www.opm.gov/policy-data-oversight/veterans-services/vet-guide-for-hr-professionals/

Accreditation Information: Accredited institutions are those listed in the publications of regional, national or international accrediting agencies that are accepted by the Department of Human Resources. Publications such as American Universities and Colleges and International Handbook of Universities are acceptable references. Also acceptable, if appropriate, are degrees that have been evaluated and deemed to be equivalent to degrees from United States accredited institutions by an academic credential evaluation agency recognized by The National Association of Credential Evaluation Services or the Association of International Credential Evaluators, Inc. (AICE). More information is available at:http://file.lacounty.gov/SDSInter/dhr/070812_PPG123.pdfandhttp://file.lacounty.gov/SDSInter/dhr/205105_PPG_123_AC EResourceGuide.pdf (https://file.lacounty.gov/SDSInter/dhr/205105_PPG_123_ACE_Resource_Guide.pdf)

Background Check: The County of Los Angeles is a Fair Chance employer. Except as otherwise permissible under applicable laws, you will not be asked to provide information about a conviction history unless you receive a conditional offer of employment. The County will make an individualized assessment of whether your conviction history has a direct or adverse relationship with the specific duties of the job, and will also consider potential mitigating factors, including, but not limited to, evidence and extent of rehabilitation, recency of the offense(s), and age at the time of the offense(s). If asked to provide information about a conviction history, any convictions or court records which are exempted by a valid court order do not have to be disclosed.

Career Planning: Resources to help current and prospective employees plan a career with Los Angeles County are available. To explore career paths to and from nearly all job titles, please visit our interactive Career PathFinder application athttps://career-pathfinder.hr.lacounty.gov/#/.

Benefit Information: Depending on the position, the successful candidate will enroll in a contributory defined benefit pension plan if the candidate is a “new member” of the County’s defined benefit plan (LACERA) on or after January 1, 2013 (first employed by the County on or after December 1, 2012) – unless she or he established reciprocity with another public retirement system in which she or he was a member before January 1, 2013. It should be noted that County employees do not pay into Social Security, but do pay the Medical Hospital Insurance Tax portion of Social Security at a rate of 1.45%. The Los Angeles County Employees Retirement Association (LACERA) has reciprocal agreements with several public retirement systems in California.

Americans with Disabilities Act of 1990: All positions are open to qualified men and women. Pursuant to the Americans with Disabilities Act of 1990, persons with disabilities who believe they need reasonable accommodation, or help in order to apply for a position, may contact the ADA/Personnel Services for Disabled Persons Coordinator. Hearing impaired applicants with telephone teletype equipment may leave messages by calling the teletype phone number on the job posting. The County will attempt to meet reasonable accommodation requests whenever possible.

Equal Employment Opportunity: It is the policy of the County of Los Angeles to provide equal employment opportunity for all qualified persons, regardless of race, religion, sex, national origin, age, sexual orientation, disability, or any other characteristic protected by state or federal law. All positions are open to qualified men and women pursuant to the Americans with Disabilities Act of 1990 and the California Fair Employment and Housing Act. The County will comply with all of its obligations under State and Federal laws regarding the provision of reasonable accommodations to applicants.

Los Angeles County Child Support Compliance Program: In an effort to improve compliance with court ordered child, family and spousal support obligations, certain employment and identification information (i.e., name, address, Social Security number and date of hire) is regularly reported to the State Directory of New Hires which may assist in locating persons who owe these obligations. Family Code Section 17512 permits under certain circumstances for additional employment and identifying information to be requested. Applicants will not be disqualified from employment based on this information.

Social Security Act of 2004: Section 419 (c) of Public Law 108-203, the Social Security Protection Act of 2004, requires State and local government employers to disclose the effect of the Windfall Elimination Provision and the Government Pension Offset Provision to employees hired on or after January 1, 2005, in jobs not covered by Social Security. The County of Los Angeles does not participate in the Social Security System. All newly hired County of Los Angeles employees must sign a statement (Form SSA-1945) prior to the start of employment indicating that they are aware of a possible reduction in their future Social Security benefit entitlement. For more information on Social Security and about each provision, you may visit the websitewww.socialsecurity.gov, or call toll free 1-800-772- 1213. Persons who are deaf or hard of hearing may call the TTY number 1-800-325-0778 or contact a local Social Security office.

Employment Eligibility Information: Final appointment is contingent upon verification of U.S. citizenship or the right to work in the United States. Immigration law provides that all persons hired after November 6, 1986, are required to present original documents to the County, within three (3) business days of hiring, which show satisfactory proof of 1) identity and 2) U.S. employment eligibility.

The California Fair Employment and Housing Act(Part 2.8 commencing with Section 12900 of Division 3 of Title 2 of the Government Code) the Regulations of the Fair Employment and Housing Commission (California Code of Regulations, Title 2, Division 4, Sections 7285.0 through 8504) and other applicable laws prohibit employment discrimination based on an applicant's protected characteristics, including race, color, religion, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex, sexual orientation, age, pregnancy, childbirth, and other characteristics.

COVID-19 VACCINATION: Some County workforce members may be required to be fully vaccinated against COVID-19. Successful candidates for those positions/classifications may be required to submit proof of vaccination against COVID-19 or request an exemption for qualifying medical or religious reasons during the onboarding process. Candidates should not present proof of vaccination until instructed to do so by the hiring department.

Updated February 2024

For detailed information, please clickhere (http://hr.lacounty.gov/benefits/)

01

Many important notifications will be sent electronically to the email address provided on the application. It is important that you provide a valid email address. Please add info@governmentjobs.com to your email address and list of approved senders to prevent email notifications from being filtered as spam/junk/clutter mail. Applicants have the ability to opt out of emails from LA County. If you unsubscribe, you will not receive any email notification for any examination for which you apply with Los Angeles County. Regardless of whether you choose to unsubscribe, you can always check for notifications by logging into governmentjobs.com and viewing your profile inbox, which saves a copy of all emailed notices. It is your responsibility to take the above steps to view correspondence. Los Angeles County will not consider claims of not viewing or receiving notification to be a valid reason for late test administration or rescheduling of a test component. I UNDERSTAND THE ABOVE INFORMATION AND INSTRUCTIONS.

• Yes

  02

  The information you provide on this supplemental questionnaire will be evaluated and used to determine your eligibility to participate in the next phase of the examination process. Please be as specific as possible and include all information as requested. Comments such as "see resume or application" will not be considered as a response. Please note that all information is subject to verification at any time in the examination and hiring process. Falsification of any information may result in disqualification or dismissal.

• YES, I UNDERSTAND THE ABOVE INFORMATION AND INSTRUCTIONS.

  03

  This position works in support of the County's response to homelessness.

• I understand and am willing to perform all necessary work duties.

  04

  Do you have a Bachelor's degree from an accredited college or university -AND- Three years of experience performing analytical assignments, two years of which must have been at the associate analyst level*, primarily researching, analyzing and synthesizing data, as well as making recommendations for resolving administrative or operational problems within one or more of the following administrative fields: human resources, budget, finance, contracts or other closely-related administrative field? *A Master's degree or higher in Business Administration, Public Administration, Law or closely related field may be substituted for one year of the required experience.

• Yes

• No

  05

  Do you have five years of experience performing analytical assignments, two years of which must have been at the associate analyst level*, primarily researching, analyzing and synthesizing data, as well as making recommendations for resolving administrative or operational problems within one or more of the following administrative fields: human resources, budget, finance, contracts or other closely-related administrative field? *Associate analyst level work involves 1.) the independent performance of a variety of routine to moderately complex assignments and/or 2.) under more direct supervision, the performance of complex assignments. Both types of assignments require the use of established research and analytical methods and techniques, as well as sound professional judgment to analyze and resolve problems and issues related to administrative functions such as human resources, budget, finance, contracts and other closely-related administrative functional areas. This level of work is generally assigned to positions in classifications above the entry level classification of the respective series.

• Yes

• No

  06

  Please describe your experience performing analytical assignments, two years of which must have been at the associate analyst level, primarily researching, analyzing and synthesizing data, as well as making recommendations for resolving administrative or operational problems within one or more of the following administrative fields: human resources, budget, finance, contracts or other closely-related administrative field. Please be as specific as possible when answering by including all the information requested. It is the applicant's sole responsibility to complete this questionnaire completely, correctly, and accurately. Please do not use "see resume", this is not an acceptable response and credit will not be given.

EMPLOYER/COUNTY DEPARTMENT UNIT

PAYROLL TITLE

COMPLETE DATES OF CLAIMED EXPERIENCE (BEGINNING/ENDING)

NUMBER OF HOURS WORKED PER WEEK

NAME AND CONTACT NUMBER(S) OF DIRECT SUPERVISOR(S)

DETAILED EXPERIENCE If you do not have any experience, please write "NO EXPERIENCE"

07

SELECTIVE CERTIFICATION The following questions will be used to gather information about specific areas of yourexperience within the fields of human resources; budget; finance; contracts; and anti-racism, diversity and/or inclusion todetermine your eligibility to be placed on the Selective Certification lists. Read each question carefully and provideaccurate information related to the area identified for Selective Certification. Comments such as "see resume" or or anincomplete response will not be considered. NOTE: THE SPECIALTY EXPERIENCE YOU CLAIM IN YOUR RESPONSE FOR THE FOLLOWING SUPPLEMENTALQUESTIONS MUST BE CONSISTENT WITH THE EXPERIENCE LISTED ON YOUR APPLICATION. You certify that the information provided is accurate and you are aware that the information on the application andsupplemental questionnaire is subject to verification. You also understand that any false statements of material facts oromissions may subject you to cancellation of any terms, conditions or privileges of employment.

• I understand the above information and instructions.

  08

  In which administrative fields are you willing to work and have experience working at the associate analyst level or higher? Please check all that apply.

• Budget

• Contracts

• Finance

• Human Resources

• Closely-related

• None of the above

  09

  HUMAN RESOURCES Classification Area: How many years of experience do you have performing Classification duties (e.g., conducting classification studies, reclassifications, class specification revisions, position allocations, special pay provisions) at the associate analyst level or higher?

• I do not have experience in Classification.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  10

  HUMAN RESOURCES Compensation Area: How many years of experience do you have performing Compensation duties (e.g., conducting compensation studies, compensation fiscal analysis, salary and benchmark surveys, salary recommendations, salary inequity evaluations) at the associate analyst level or higher?

• I do not have experience in Compensation.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  11

  HUMAN RESOURCES Employee Relations Area: How many years of experience do you have performing Employee Relations duties (e.g., preparing for and attending employee relations hearings; evaluating grievances and complaints; conducting investigations, consultations, negotiations, and mediations) at the associate analyst level or higher?

• I do not have experience in Employee Relations.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  12

  HUMAN RESOURCES Performance Management Area: How many years of experience do you have performing Performance Management duties (e.g., providing consultation and guidance for performance-related challenges, conducting investigations in situations involving equity, recommending corrective and disciplinary actions) at the associate analyst level or higher?

• I do not have experience in Performance Management.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  13

  HUMAN RESOURCES Human Resources Operations Area: How many years of experience do you have performing Human Resources Operations duties (e.g., onboarding, processing employee transactions, live scans, salary placements, bonuses) at the associate analyst level or higher?

• I do not have experience in Human Resources Operations.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  14

  HUMAN RESOURCES Protected Leave Benefits Area: How many years of experience do you have performing Protected Leave Benefits duties (e.g., providing consultation and guidance for protected leave benefits, facilitating reasonable accommodations, performing disability and management) at the associate analyst level or higher?

• I do not have experience in Protected Leave Benefits.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  15

  HUMAN RESOURCES Recruitment and Selection Area: How many years of experience do you have performing Recruitment and Selection duties (e.g., developing recruitment strategies, advertising job openings, screening applications, administering assessments, generating eligible lists) at the associate analyst level or higher?

• I do not have experience in Recruitment and Selection.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  16

  HUMAN RESOURCES Selection Research Area: How many years of experience do you have performing Selection Research duties (e.g., conducting job analysis, developing assessments, validating assessments, analyzing assessment data) at the associate analyst level or higher?

• I do not have experience in Selection Research.

• Less than 6 months

• 6 months to less than 1 year

• 1 year to less than 1.5 years

• 1.5 years to less than 2 years

• 2 years or more

  17

  HUMAN RESOURCES Organizational Development and Training Area: How many years of experien