(Competitive)

PERSONNEL ANALYST II

DISTINGUISHING FEATURES OF THE CLASS

The work involves responsibility for performing at the full performance level a variety of activities relating to public personnel administration in a municipal division or agency. Although employees in this class tend to concentrate on one or two activities, Personnel Analysts II act as generalists who are able to work on the gamut of topics concerned with the administration of a municipal personnel program. Personnel Analysts II may on occasion supervise a clerical or paraprofessional subordinate. An administrative superior, depending upon the nature of the assignment, exercises general supervision over the work of employees in this class. Does related work as required.

TYPICAL WORK ACTIVITIES

Carries out personnel related activities, such as interpreting or clarifying departmental policies relating to terms and conditions of employment, administering and/or providing information regarding employees benefit programs; promoting and maintaining effective employee relations; and, wage and salary determination.

Deals with representatives of public employee unions and management with regard to issues involving labor relations, such as employer/employee relations; New York State Taylor Law; collective negotiations; grievances and arbitration; disciplinary procedures; New York State Retirement System; and, employee training.

Carries out programs, which have as their goal the hiring of personnel for specific titles and occupational fields, such as determining personnel needs; determining job content; conducting recruiting and screening of applicants.

Maintains liaison with the local Civil Service Personnel Office (Onondaga County Department of Personnel) to enhance effective merit system administration in such areas as position classification, personnel transactions, and merit system compliance by performing such tasks as gathering job data to be analyzed by the Civil Service Personnel Office, canvassing eligible lists, overseeing personnel transactions, and advising municipal managers on merit systems rules and regulations.

Assists in the administration of Affirmative Action/Equal Employment Opportunity programs by assisting in data gathering and analysis and fulfilling reporting requirements.

Composes narrative material, makes oral presentations, and interviews to obtain or impart information, all of which are related to the administration of the personnel program.

FULL PERFORMANCE KNOWLEDGES SKILLS, ABILITIES AND PERSONAL CHARACTERISTICS

Good knowledge of principles and practices of public personnel administration.

Good knowledge of labor relations related to terms and conditions and employment.

Good knowledge of recruitment, selection, and employment.

Ability to prepare written material.

Ability to interview to obtain or give information.

Ability to gather and analyze narrative and numerical data.

MINIMUM QUALIFFICATIONS

Promotion:

Two (2) years of permanent competitive class status in the title of Personnel Analyst.

Open Competitive:

Graduation from a regionally accredited or New York State registered college or university with a Baccalaureate Degree and two (2) years of paraprofessional level work experience, or its part time equivalent, in Personnel or Civil Service Administration, Employer/Employee Relations, Employment and Training or Job Development, Personnel Counseling or Placement, or a closely related field, one year of which must have been professional level; or

Six (6) years of paraprofessional or professional level work experience, or its part time equivalent, at least two (2) years of which have been in a paraprofessional level capacity in Personnel or Civil Service Administration, Employee/Employer Relations, Employment and Training or Job Development, Personnel Counseling or Placement, or a closely related field, one year of which must have been professional level; or,

An equivalent combination of training and experience as defined by the limits of (A) and (B) above.

NOTE: Successful completion of graduate semester hours in Personnel, Labor Relations, Public Administration, or a closely related field from a regionally accredited or New York State registered college or university may be substituted for work experience as follows: Thirty (30) graduate semester hours is equivalent to one (1) year of specialized work experience; sixty (60) graduate semester hours is equivalent to two (2) years of specialized work experience.

8/2017 Revised

10/2026 Revised