Job Title

Job Family

Job Code

Job Exempt

Employment & Testing Manager

Non_Bargaining

AHM11

Pay Grade

Pay Rate Type

Minimum

Midpoint

Maximum

NB116

Salary

$41.45

$52.85

$64.25

Job Description

Performs professional, technical, and supervisory work in the application of psychological principles to personnel practices. Manages and participates in the development, administration, and validation of the employee selection and promotion systems. Evaluates the effectiveness, utility, and legal soundness of such systems and serves as in-house consultant or project leader for human resources evaluation and related matters. Manages the Civil Service Section to ensure effective and efficient Police and Fire hiring practices and administrative responsibilities of the Civil Service Board. Work involves use of applicant tracking, test item banking, statistical and spreadsheet software, in addition to typical word processing, presentation, and e-mail software. Work is performed under the general supervision of the Human Resources Assistant Director and is reviewed through conferences and evaluation of programs.

Minimum Qualifications:

Bachelor's Degree in Human Resources, Business Administration, Industrial/Organizational Psychology or closely related field with a minimum of four (4) years experience in employment; or an equivalent combination of related education, training, and experience. Minimum of one (1) year of supervisory experience in employment. Proficient with Microsoft Office (Excel, Word, etc), and Human Resources Software Programs (preferably Workday). Thorough understanding of recruiting methods and best practices, as well as applicable federal, state, and local employment laws and regulations.

Responsibilities

EXAMPLES OF WORK PERFORMED:

Note: The listed duties are only illustrative and are not intended to describe every function that may be performed by this job class. The omission of specific statements does not preclude management from assigning specific duties not listed if such duties are a logical assignment to the position.

Provides oversight of job analysis projects by completing interviews, conducting focus groups, developing and administering surveys, analyzing data, and documenting results.

Manages Civil Service Section personnel information; ensures efficient and legally defensible Police and Fire recruitment and hiring practices including advertising, interviews, background checks, and training and evaluation ratings; and handles Civil Services Board responsibilities (e.g., documenting various Police and Fire personnel actions; conducting monthly board meetings, meeting agenda, and/or minutes; and hearing general appearances/appeals).

Reviews and approves documentation related to the defense of the City's position in Civil Service Board General Appearances, EEOC complaints, lawsuits, and union complaints.

Develops short- and long-range strategic plans for improving selection and promotional procedures; makes recommendations to middle and senior levels of management in the Administrative Services, Police Department, and Fire Department as well as union officials.

Oversees research related to the reliability, validity, and disparate impact of various selection and promotional tests developed and/or used by others to identify additions or potential improvements to currents systems.

Provides oversight in the selection, training, and work performance of contract test developers, assessors, and role-players in the development, administration, and scoring of tests.

Recommends changes to Civil Service Board code of rules and regulations, policies, and procedures relating to selection and promotion and recommends changes to union contract language relating to promotional procedures.

Develops and manages Section/program goals, objectives, and operating budgets.

Manages the recruitment and employment efforts as well as the testing processes for the City of Orlando.

Develops and implements effective recruitment strategies to attract candidates, collaborating with City leadership to understand current and future staffing needs.

Manages the recruitment life cycle, including sourcing, recruiting, and screening candidates.

Ensures compliance with legal requirements and City policies and procedures throughout the recruitment process.

Establishes and monitors ongoing recruitment and employment metrics to ensure performance expectations are met; reviews reports on recruitment metrics, such as time-to-fill, to inform decision-making and optimize processes.

Manages the City’s applicant tracking system (ATS) and other software to streamline recruitment workflows and maintain candidate information.

Performs other duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES:

Knowledge of local, state, and federal laws and regulations relating to public personnel administration.

Knowledge of job analysis.

Knowledge of criteria and content validation.

Knowledge of uniform guidelines on employee selection procedures and standards for educational and psychological testing.

Knowledge of statistics and psychological measurement principles.

Knowledge of assessment center methodology.

Knowledge of performance appraisal methods.

Knowledge of Affirmative Action, EEOC, ADA, and Veterans Preference and Government in the Sunshine Laws.

Skilled in collecting, organizing, and analyzing data.

Ability to construct tests and other selection instruments to be used to measure job candidates.

Ability to plan and organize large scale selection and/or promotion programs.

Ability to evaluate new and ongoing personnel processes.

Ability to establish and maintain effective working relationships with management, employees of all ranks, and the general public.

Ability to express ideas effectively, both orally and in writing.

ADDITIONAL QUALIFICATIONS FOR PROMOTION: N/A.