San Francisco 1241 – Human Resources Analyst
Exam
San Francisco 1241 – Human Resources Analyst
Exam
San Francisco 1241 – Human Resources Analyst
Exam
Exam Coverage – Most Tested Areas
1. Job Analysis & Classification – Position allocation, class specifications, desk
audits, essential duties identification, and FLSA considerations.
2. Recruitment & Selection – Job announcements, minimum qualifications
screening, structured interviews, test validation, and eligible list creation.
, 3. Compensation & Salary Administration – Salary surveys, pay equity, salary
compression, step placement, and market data analysis.
4. Employee & Labor Relations – MOU interpretation, grievance procedures,
progressive discipline, Skelly hearings, and conflict resolution.
5. Benefits Administration – FMLA, ADA accommodations, leave management,
and employee benefit inquiries.
6. HR Metrics & Data Analysis – Measures of central tendency, variability,
turnover rates, adverse impact analysis, and workforce analytics.
7. Employment Law & Compliance – Title VII, ADA, FMLA, EEO, merit system
principles, and civil service rules.
8. HR Operations & Process Management – Personnel transactions, onboarding,
records management, and process improvement.
9. Written Communication & Documentation – Executive summaries, HR reports,
memoranda, and policy interpretation.
10. Ethics & Professional Judgment – Confidentiality, conflict of interest,
objectivity, and consistency in decision-making.
,San Francisco 1241 – Human Resources Analyst
Exam
1. A Human Resources Analyst is conducting a classification study for a newly
created position within a city department. Which of the following actions
should be performed FIRST to ensure the position is appropriately classified?
A. Compare the employee's current salary with similar positions in other
organizations and review market data thoroughly
B. Review the duties, responsibilities, required knowledge, skills, and abilities of
the position as actually performed
C. Interview the department director to determine the preferred classification
level based on budget considerations
D. Assign the position to the highest classification available to avoid potential
underclassification disputes
, Correct Answer: B
Rationale: A classification study must begin with a thorough analysis of the
position's actual duties, responsibilities, and required qualifications.
Classification decisions are based on the work performed, not salary
preferences, organizational opinions, or avoiding potential disputes.
2. A Human Resources Analyst develops a recruitment examination intended to
measure candidates' ability to perform essential job functions. Which principle
is MOST important in ensuring the examination is legally defensible?
A. Using questions that are difficult enough to eliminate most applicants and
create a competitive pool
B. Selecting questions based primarily on management preferences and
departmental budget constraints
Exam
San Francisco 1241 – Human Resources Analyst
Exam
San Francisco 1241 – Human Resources Analyst
Exam
Exam Coverage – Most Tested Areas
1. Job Analysis & Classification – Position allocation, class specifications, desk
audits, essential duties identification, and FLSA considerations.
2. Recruitment & Selection – Job announcements, minimum qualifications
screening, structured interviews, test validation, and eligible list creation.
, 3. Compensation & Salary Administration – Salary surveys, pay equity, salary
compression, step placement, and market data analysis.
4. Employee & Labor Relations – MOU interpretation, grievance procedures,
progressive discipline, Skelly hearings, and conflict resolution.
5. Benefits Administration – FMLA, ADA accommodations, leave management,
and employee benefit inquiries.
6. HR Metrics & Data Analysis – Measures of central tendency, variability,
turnover rates, adverse impact analysis, and workforce analytics.
7. Employment Law & Compliance – Title VII, ADA, FMLA, EEO, merit system
principles, and civil service rules.
8. HR Operations & Process Management – Personnel transactions, onboarding,
records management, and process improvement.
9. Written Communication & Documentation – Executive summaries, HR reports,
memoranda, and policy interpretation.
10. Ethics & Professional Judgment – Confidentiality, conflict of interest,
objectivity, and consistency in decision-making.
,San Francisco 1241 – Human Resources Analyst
Exam
1. A Human Resources Analyst is conducting a classification study for a newly
created position within a city department. Which of the following actions
should be performed FIRST to ensure the position is appropriately classified?
A. Compare the employee's current salary with similar positions in other
organizations and review market data thoroughly
B. Review the duties, responsibilities, required knowledge, skills, and abilities of
the position as actually performed
C. Interview the department director to determine the preferred classification
level based on budget considerations
D. Assign the position to the highest classification available to avoid potential
underclassification disputes
, Correct Answer: B
Rationale: A classification study must begin with a thorough analysis of the
position's actual duties, responsibilities, and required qualifications.
Classification decisions are based on the work performed, not salary
preferences, organizational opinions, or avoiding potential disputes.
2. A Human Resources Analyst develops a recruitment examination intended to
measure candidates' ability to perform essential job functions. Which principle
is MOST important in ensuring the examination is legally defensible?
A. Using questions that are difficult enough to eliminate most applicants and
create a competitive pool
B. Selecting questions based primarily on management preferences and
departmental budget constraints
