Under direction of the Civil Service Commission, plans, directs, manages, and oversees the activities and operations of the Civil Service System including recruitment, evaluation, appointment, promotion, and retention of employees in the classified service; coordinates assigned activities with City administration, Human Resources, operating departments, and outside agencies; and provides highly responsible and complex administrative support to the Civil Service Commission.

The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

Assume full management responsibility for Civil Service System activities including position analysis, recruitment, design/development of employee selection procedures, and administration of the rules governing appointment, promotion, and retention of employees in the classified service.

Manage the development and implement the Civil Service Commission goals, objectives, and priorities, including overseeing the recruitment, examination, certification and appointment process for positions within the civil service; collaborate with the City to identify their recruitment, diversification, and related workforce development needs and priorities; and administer the civil service process to ensure compliance with federal, state, and local law.

Monitor and evaluate the efficiency and effectiveness of service delivery; identify opportunities for improvement in system design, work flow, operational practices and procedures, and use of equipment/technology; develop and implement improvements.

Plan, direct, and coordinate, through subordinate staff, the Civil Service's day to day work plan; assign projects and programmatic areas of responsibility; review and evaluate work methods and procedures; meet with key staff to identify and resolve problems.

Select, train, motivate, and evaluate assigned personnel; work with employees to correct deficiencies; implement corrective counseling and progressive disciplinary measures, as appropriate.

Working in partnership with the City, identify service and staffing levels; determine appropriate resource requirements; prepare, present, and administer the Civil Service Commission budget; approve the forecast of funds needed for staffing, equipment, materials, and supplies; allocate resources accordingly; approve expenditures and implement budgetary adjustments as appropriate and necessary.

Confer with City officials, department heads, supervisors, bargaining unit representatives, and appointed committees to identify requirements for civil service policies and procedures and to resolve issues that affect employees, employee groups, applicants, and citizen interest groups.

Develop, recommend, interpret, and implement civil service policies, procedures, and programs for Civil Service employees to resolve Civil Service Commission issues and actions.

Oversee Civil Service Commission rule development; work with the various stakeholders to identify needs and obtain language suggestions; develop proposed rule language; and publicize and present proposed language for review and adoption.

Plan and direct personnel programs and operations related to Civil Service recruitment, examination, community outreach, transfers, and appeals regarding dismissal, demotion, suspension and disciplinary actions for the Civil Service Commission; attend outreach-oriented community meetings.

Perform public liaison work and implement public outreach initiatives with considerable citizen involvement; determine effectiveness of outreach and advertising related to costs and timeliness of recruitment.

Design, develop, validate, and administer employment testing; prepare rating scales and examinations that meet validity standards; evaluate reliability and effectiveness of examinations and related selection devices through statistical analysis.

Review job analysis data provided by technical staff; establish and direct meetings with subject matter experts to obtain evidence for areas to be measured; approve and determine validity of recruitment and selection plans proposed by department officials.

Counsel employees on the results for 04examinations assist employees and supervisors in understanding their rights/obligations under civil service rules and regulations; and provide support and information to employees seeking career path options or educational planning assistance.

Investigate and coordinate disciplinary actions implemented by City management or supervisory staff when possible violations by City employee have occurred.

Review public policy, legislation, and federal, state, and local laws regarding personnel selection, discrimination, termination, discipline, performance appraisals, leave, compensation, and classification; advise and provide reference information to the Civil Service Commission, City Attorney's Office, Human Resources Department, City of Reno Diversity Committee, and the City Council.

Screen and select various consultants including recruitment, validation, test development, and operational consultants and oversee, coordinate, and review the work of consultants.

Represent the Civil Service Commission to City staff, elected officials, and outside agencies; coordinate assigned activities with those of City staff and outside agencies and organizations.

Explain, justify, and defend Civil Service programs, policies, and activities; negotiate and resolve sensitive and controversial issues.

Participate on a variety of boards, commissions, and committees; provide staff support to assigned boards and commissions.

Attend and participate in professional group meetings; maintain awareness of new trends and developments in the field of civil service and personnel administration; incorporate new developments as appropriate.

Respond to and resolve difficult and sensitive citizen inquiries and complaints.

Perform related duties as required.

The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties.

Knowledge of:
Principles and practices of a comprehensive Civil Service System.
Federal and state laws, rules, and guidelines regarding EEO/AA, including employment regulations and guidelines governing employee selection; and comprehensive understanding of the implications of these regulations and guidelines for Civil Service and merit based recruitment, examination, appointment, promotion, and retention programs.
Measurement theory as related to test and survey question construction and analysis, to include psychometric properties and principles of employment selection procedures.
Principles and practices pertaining to the collection, analysis, interpretation, and presentation of mathematical data.
Selection procedure item writing principles and guidelines.
Test administration, including factors that impact test reliability and validity and the impact of various methods/modes of administration on the psychometric properties of tests.
Principles and practices of public sector staffing and organizational structure.
Principles and practices of program development and administration.
Methods and techniques of employee recruitment, examination, and selection.
Methods and techniques of classification analysis and job evaluation.
Principles and practices of municipal budget preparation and administration.
Principles of business letter writing and report preparation.
Principles of supervision, training, and performance evaluation.
Principles and procedures of record keeping.

Ability to:
Manage and direct a comprehensive Civil Service merit based program.
Review and interpret legislation and judicial decisions affecting public employment policy and law.
Analyze, interpret, and apply general and specific administrative and departmental policies and procedures, as well as applicable federal, state, and local policies, laws, and regulations regarding EEO/AA, personnel selection, termination, discipline, and classification.
Use statistical software.
Design, develop, validate, and administer employment testing.
Make independent decisions.
Understand the implications of new information for both current and future problem-solving and decision-making.
Understand and analyze complex statistical information.
Develop and administer goals, objectives and procedures.
Analyze and assess programs, policies, and operational needs and make appropriate adjustments.
Identify and respond to sensitive community and organizational issues, concerns, and needs.
Plan, organize, direct, and coordinate the work of lower level staff
Select, supervise, train, and evaluate staff.
Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals.
Research, analyze and evaluate new service delivery methods and techniques.
Prepare clear and concise administrative and financial reports.
Prepare and administer complex budgets.
Establish and maintain effective working relationships, both within the Civil Service Commission and externally with the department directors, the City Manager, and others served.
Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, City staff, or other agencies on sensitive issues in area of responsibility.
Communicate and interact in situations requiring tact, instruction, persuasion, and counseling.
Operate office equipment including computers and supporting software applications.
Work in a team based environment to achieve common goals.
Coordinate multiple projects and complex tasks simultaneously.
Meet the physical requirements to safely and effectively perform the assigned duties.
Communicate clearly and concisely, both orally and in writing.


Education and Experience Guidelines - Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training:
A Bachelor's degree from an accredited college or university in Psychology, Human Resource Management, Public Administration, Public Policy Administration, Business Administration or a related field.

Experience:
Four years of increasingly responsible professional level human resources experience involving position evaluation, recruitment, and employee selection procedures in a public-sector merit based system and/or civil service merit based system, including a minimum of four years of administrative, supervisory, and project management responsibility.

License or Certificate:
Possession of an appropriate, valid driver's license.

IDEAL CANDIDATE QUALIFICATIONS:

Education/Training:
Master's Degree from an accredited college or university in Industrial/Organizational Psychology, Human Resource Management, Public Administration, Public Policy Administration, or a closely related field.

Experience:
More than four years of increasingly responsible professional level human resources experience involving the planning, design, implementation, and evaluation of workforce development programs with an emphasis in position analysis, recruitment, employee selection procedures, workforce diversification, and employee development in a public-sector merit based system and/or civil service merit based system, including a minimum of four years of administrative and supervisory responsibility.

License or Certificate:
Possession of an appropriate, valid driver's license.
 

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: Work is performed in a standard office setting and a field testing setting with some travel to various locations; occasionally works near moving objects/vehicles and on slippery/uneven surfaces; occasionally exposed to noise, outside weather conditions, fumes, smoke, or gases; incumbents may be required to work extended hours including evenings and weekends.

Physical: Primary functions require sufficient physical ability and mobility to work in an office and field testing setting; to walk, stand, or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to occasionally climb and balance; to lift, carry, push, and/or pull light to moderate amounts of weight; to verbally communicate to exchange information; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and ability to operate and use specialized vehicles and equipment.

Management
Y01
Last Update: 07/2019
JD 7/2019