Job Details
Senior Human Resources Staff Analyst
2026-02-05 Orange County, CA all cities,AK
Description:
OCERS is seeking a motivated and experienced professional to join our team as a Senior Human Resources Staff Analyst. The Human Resources department is a fast-paced, hands-on, and essential component to the agency's smooth operation, with priorities that evolve as agency needs change. This role is well-suited for someone ready to take the next step in their career-someone who can adapt quickly, manage a high-volume workload, lead with clarity while supporting the transformation of the department, all while upholding OCERS' high standards of service.
Under the general direction of the Human Resources Director, the Senior Human Resources Staff Analyst plays a pivotal leadership role within the department. This position assists with leading the HR team and assists with the management of the daily operations of the Human Resources Department.
Responsibilities include overseeing key HR functions such as employee and labor relations, classification and compensation, benefits and leave administration, recruiting, and policy development. The Senior HR Staff Analyst is instrumental in implementing strategic initiatives, improving operational effectiveness, and supporting workforce planning and succession efforts. This position also leads cross-functional HR projects and serves as a subject matter expert in employment law, HR best practices, and agency policy.
THE IDEAL CANDIDATE
The ideal candidate will possess:
Duties of the position may include, but are not limited to:
Leadership and Oversight
Education and/or Experience
DESIRABLE QUALIFICATIONS
Sample KSA's necessary to perform essential duties of the position:
Knowledge of
The following is a description of the physical and mental abilities that are customarily required to perform the essential job functions of this position.
Physical and Mental Demands
OCERS offers a competitive benefits package that includes a choice of several health plans, annual leave, and paid holidays. Additionally, OCERS has a defined benefit pension plan which has reciprocity with the Public Employees Retirement System (PERS) and a deferred compensation 457 plan. OCERS offers up to an annual $10,000 Educational and Professional Reimbursement, a $3,500 taxable optional benefit plan, and a flexible/hybrid work schedule.
RECRUITMENT PROCEDURE
Application Screening | (Refer/Non-Refer)
OCERS Human Resources Department will screen all applications and supplemental responses to identify qualified candidates. Applications submitted without a completed supplemental information form will be disqualified from further consideration. After screening, the more qualified candidates will be referred to the next step in the recruitment process and notified of all further procedures applicable to their application status.
Qualifications Appraisal Panel (QAP)
(Weighted 100%) Candidates will be interviewed and rated by a panel of job knowledge experts. Each candidate's rating will be based on responses to a series of structured questions designed to elicit the candidate's qualifications for the job.
Project Assignment and Spark Hire Interview
Candidates who pass the QAP review will advance to the next stage of the process, which includes completing a project assignment and submitting a Spark Hire video interview. The video interview questions will be tailored to the project assignment and designed to evaluate the candidate's approach and critical thinking skills.
Based on OCERS' needs and the number of applications received, the selection procedures listed above may be modified and all affected candidates will be notified.
APPLICATION INFORMATION
Please note, the information provided in your application may be shared internally within OCERS to evaluate your qualifications for potential opportunities in other teams or departments.
HOW TO APPLY
Only online applications with the completed supplemental questions will be accepted.
E-mail is the primary form of notification during the recruitment process. Please ensure your correct e-mail address is on your application and only use one e-mail account.
Your application should highlight all of the areas in which you have developed expertise, matching your professional experience with the specific qualifications listed above.
It is recommended that you record or print your confirmation page, as this verifies receipt of your on-line application.
You may apply online at OCERS website:
For specific information pertaining to this recruitment please contact John Nguyen at (714) ###-#### or email ...@ocers.org. Do not submit resumes to this email address as they will not be considered in lieu of the required application process.
ADDITIONAL INFORMATION
EMAIL NOTIFICATION
Email is the primary form of notification during the recruitment process. Please ensure your correct email address is included in our application and use only one email account.
NOTE: User accounts are established for one person only and should not be shared with another person. Multiple applications with multiple users may jeopardize your status in the recruitment process for any positions for which you apply.
Candidates will be notified regarding their status as the recruitment proceeds via email through the GovernmentJobs.com site. Please check your email folders, including spam/junk folders, and/or accept emails ending with "governmentjobs.com" and "ocgov.com." If your email address should change, please update your profile at
FREQUENTLY ASKED QUESTIONS
Click for additional Frequently Asked Questions.
EEO INFORMATION
OCERS, as an Equal Employment Opportunity employer, encourages applicants from diverse backgrounds to apply.
Administrative Management Benefits
Administrative Management employees enjoy a comprehensive selection of enhanced benefits, including:
01
Thank you for your interest in the Sr. Human Resources Staff Analyst position. You are required to provide full and complete responses to the supplemental questions. Your completed responses to these supplemental questions will be evaluated to determine your qualifications and must be completed properly in order to be given full consideration for the next phase in the selection process. Supplemental questions are designed to help you present your qualifications for this position and will be rated based on the information that you supply. Please provide succinct, concise, descriptive, and detailed information and highlight all of the areas in which you have developed expertise, matching your professional experience with the specific qualifications and abilities for each question.Resumes will not be accepted in lieu of completing the supplemental questions.By selecting yes below, you acknowledge that you have read and understood the requirements of this application.
02
Certificate Requirement Acknowledgement:This position requires the selected individual to obtain a Human Resources certificate through an accredited program (e.g., SHRM, HRCI, or an accredited university HR program) during the first 18 months of employment, unless waived by possession of a current HR certification.Please acknowledge that you understand and agree to meet this requirement.If you currently hold an HR certification that may qualify for a waiver, please identify it below and attach documentation.
03
Professional Certifications:Indicate which of the following certifications you possess (check all that apply) and attach copies of supporting documentation:
04
Do you possess a bachelor's degree or higher from an accredited college or university?
05
Education:Please list your highest completed degree. Include the following details:1) Degree type (e.g., Bachelor's, Master's)2) Major or field of study3) School name or universityExample:Master of Science, Human Resources Management - University of California, Irvine
06
How many years of advanced-level professional human resources experience do you possess (experience that required the application of HR principles, practices, and analytical skills to complex HR issues or programs)?
07
Please list the human resources position title(s) in which you gained this experience.
08
Supervision and Leadership Experience:Describe your experience supervising professional-level staff and how your leadership approach aligns with a public-sector environment and organizational values. In your response, include:1) The classifications or roles supervised2) The number of direct and indirect reports
09
HR Technology, Systems, or Software Innovation:The implementation of automation and new software systems is on the horizon, including one currently being researched for performance management. Describe a specific example where you led or played a key role in implementing or improving an HR technology system or software solution.Your response should address:1) The system or tool implemented (e.g., HRIS, payroll, recruitment, performance, automation, or analytics)2) The problem or inefficiency it addressed3) Your level of involvement (lead, project manager, SME, etc.)4) Results achieved, including efficiency, accuracy, compliance, or user adoption
10
Complex Employee Relations or Workplace Investigation:Describe the most complex employee relations issue, investigation, or workplace conflict you have led.In your response, include:1) The nature and complexity of the issue2) How you assessed risk, gathered facts, and ensured due process3) Laws, policies, or labor agreements considered4) The outcome
11
Classification and Compensation Experience: A manager-level compensation study is currently underway, and this position will assist in leading the project. Describe your experience in classification and compensation.Include:1) The position(s) in which you gained this experience2) Number of years of experience3) Types of analyses performed (e.g., job studies, market pricing, internal equity, salary recommendations)4) Your role in presenting or defending recommendations to leadership or governing bodies
12
Executive-Level Recruitment: All executive recruitments are performed in-house rather than through an external recruiting firm.Describe your experience conducting executive-level or high-profile recruitments.Include:1) The position(s) you held while performing this work2) Titles of executive or C-suite roles recruited for3) Your role in recruitment strategy, stakeholder engagement, and selection processes
13
Labor Relations and Union Experience:Describe your experience working with employee unions.Include:1) The position(s) in which you gained this experience2) Length of time working in a unionized environment3) The union(s) you have worked with4) Your role in contract administration, grievance handling, negotiations, or labor-management relations
14
The HR Director is responsible for the quarterly Personnel Committee meetings, and you will be instrumental in supporting and delivering presentations at these meetings. Describe your experience speaking publicly or presenting information to public boards or executive leadership. Please include examples of the topics presented and your role in the process.
15
This position requires supervising staff and leading a team. How many years of experience do you have supervising employees?
16
Please describe your experience supervising employees, including the number and types of staff you have overseen, your role in conducting performance evaluations, and your experience supporting employee growth and development.If you have not supervised staff, please type "N/A."
17
As a public agency committed to transparency and ethical conduct, OCERS requires candidates to disclose any outside business activities. Are you currently engaged in any outside business activities? (Select one)
18
If you answered "Yes" to the above question, please provide a brief description of the outside business activity, including the nature of the business and your role or involvement.
19
I certify that all statements made in this Supplemental Questionnaire are true and complete to the best of my knowledge. I understand that any false statement(s) of material facts or omissions may subject me to disqualification.
Required Question
Salary : $101,620.00 - $157,513.00 Annually
Location : 2223 E. Wellington Ave. Suite #100 Santa Ana, CA
Job Type: Full-Time
Remote Employment: Flexible/Hybrid
Job Number: 8045MR-0126-157(O)
Department: OCERS
Opening Date: 01/13/2026
Closing Date: Continuous
CAREER DESCRIPTION
Senior Human Resources Staff Analyst
Applications will be accepted on a continuous basis until the needs of OCERS are met. Interested applicants are encouraged to apply as soon as possible. The recruitment will remain open until filled, with the first review of applications scheduled for Monday, February 23, 2026.
OCERS offers a competitive benefits package, a defined benefit pension plan which has reciprocity with the Public Employees Retirement System (PERS), and a deferred compensation 457 plan. OCERS offers up to an annual $10,000 Educational and Professional Reimbursement, a $3,500 taxable optional benefit plan, annual leave, and a flexible/hybrid work schedule.
DESCRIPTION
The Orange County Employees Retirement System (OCERS) invites you to join our team! We are now accepting online applications to fill the position of Senior Human Resources Staff Analyst.
WHO WE ARE
Established in 1945, the Orange County Employees Retirement System (OCERS) provides retirement, death, disability, and cost-of-living benefits to retirees of the County of Orange and certain County districts. Serving approximately 55,000 members, OCERS is governed by a ten-member Board of Retirement that is responsible for managing a $26 billion fund. For more information about OCERS, please click here.
Mission
OCERS' mission is to provide secure retirement and disability benefits with the highest standards of excellence.
Vision
OCERS' vision is to be a trusted partner providing premier pension administration, distinguished by consistent, quality member experiences and prudent financial stewardship.
Values
- Open and Transparent
- Commitment to Superior Service
- Engaged and Dedicated Workforce
- Reliable and Accurate
- Secure and Sustainable
OCERS is seeking a motivated and experienced professional to join our team as a Senior Human Resources Staff Analyst. The Human Resources department is a fast-paced, hands-on, and essential component to the agency's smooth operation, with priorities that evolve as agency needs change. This role is well-suited for someone ready to take the next step in their career-someone who can adapt quickly, manage a high-volume workload, lead with clarity while supporting the transformation of the department, all while upholding OCERS' high standards of service.
Under the general direction of the Human Resources Director, the Senior Human Resources Staff Analyst plays a pivotal leadership role within the department. This position assists with leading the HR team and assists with the management of the daily operations of the Human Resources Department.
Responsibilities include overseeing key HR functions such as employee and labor relations, classification and compensation, benefits and leave administration, recruiting, and policy development. The Senior HR Staff Analyst is instrumental in implementing strategic initiatives, improving operational effectiveness, and supporting workforce planning and succession efforts. This position also leads cross-functional HR projects and serves as a subject matter expert in employment law, HR best practices, and agency policy.
THE IDEAL CANDIDATE
The ideal candidate will possess:
- Advanced knowledge of human resources management principles, employment law, and public sector practices.
- Ability to handle heavy workloads and manage multiple competing priorities.
- Demonstrated leadership in managing HR professionals and multiple functional areas.
- Strong analytical, organizational, and problem-solving skills.
- The ability to partner with executive leadership and provide sound, strategic HR guidance.
- Excellent communication, presentation, and report-writing abilities.
- A proactive and collaborative approach to improving HR processes and service delivery.
- High ethical standards and a commitment to professionalism and confidentiality.
Duties of the position may include, but are not limited to:
Leadership and Oversight
- Assists with the leadership of the HR team and oversee daily operations of the Human Resources Department.
- Manages and mentors HR Analysts and support staff to ensure consistent, high-quality service delivery.
- Assists with the implementation of HR strategies and initiatives aligned with OCERS' goals.
- Identifies and implements process improvements and automation opportunities.
- Leads high-profile and executive-level recruitments in collaboration with leadership.
- Designs and implements equitable and compliant recruitment strategies.
- Trains and coaches hiring panels on effective and inclusive interview techniques.
- Oversees classification and compensation studies across multiple departments.
- Conducts organizational analyses to assess structure, staffing, and alignment with agency objectives.
- Serves as lead on employee relations matters, including investigations and disciplinary actions.
- Provides consultation to leadership on sensitive personnel matters.
- Ensures implementation and compliance with labor agreements.
- Assists with the administration of employee benefits and leave programs.
- Leads ADA and return-to-work processes; ensures compliance with all laws and policies.
- Oversees preparation and submission of payroll-related documents.
- Reviews and approves personnel actions in the County's CAPS+ system.
- Ensures compliance with deadlines, rules, and policies related to payroll and HR transactions.
Education and/or Experience
- Graduation from an accredited university or college with a Bachelor's Degree in Human Resources Management, Public or Business Administration, Psychology, Labor and/or Employment Law, or a closely related field,and
- Four (4) years of progressively responsible human resources experience, including supervising staff and performing advanced-level work in one or more core HR disciplines such as executive-level recruitment, classification and compensation, labor relations, or benefits administration.
- A professional HR certificate (e.g., PHR, SHRM-CP) may substitute for one (1) year of experience.
- A master's degree in a qualifying field may substitute for one (1) year of experience.
- A complete background investigation is required; a felony or misdemeanor conviction may be cause for disqualification.
- This position requires the selected individual to complete a Human Resources certificate through an accredited program (such as SHRM or a university HR program) within 18 months of hire. This requirement may be waived with a valid HR certification.
- Highly Desirable: Master's Degree in Human Resources or a related field, or a professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or CEBS.
DESIRABLE QUALIFICATIONS
- Extensive knowledge of HR principles, practices, and applicable laws in a public sector environment.
- Demonstrated ability to lead and manage complex HR projects with professionalism and discretion.
- Skilled in strategic workforce planning, succession management, and organizational development.
- Strong data analysis and presentation skills for reports and Board-level communications.
- Ability to coach and mentor staff to build team capacity.
- Exceptional interpersonal and collaboration skills to foster effective working relationships across the agency.
Sample KSA's necessary to perform essential duties of the position:
Knowledge of
- Human Resources principles, practices, and laws, particularly in a public sector setting.
- Strategic workforce planning, succession management, and change leadership.
- Complex employment law and its practical application in employee relations.
- Methods of classifying positions, structuring compensation systems, and analyzing organizations.
- Current trends and tools in HR technology, data analytics, automation, and AI.
- Lead and manage complex HR projects and investigations with discretion and professionalism.
- Build trust with senior leadership, managers, staff, and external stakeholders.
- Interpret, apply, and communicate complex laws, regulations, and policies.
- Skilled in preparing reports and delivering presentations for key OCERS meetings, such as the Personnel Committee and Board of Retirement.
- Supervise, coach, and mentor HR professionals and support staff.
- Utilize data to make strategic HR recommendations and inform decision-making.
- Manage competing priorities and operate effectively in a high-stakes, dynamic environment.
- Design and implement training programs for HR and agency staff.
- Represent OCERS with integrity and professionalism in all interactions.
The following is a description of the physical and mental abilities that are customarily required to perform the essential job functions of this position.
Physical and Mental Demands
- Speak and hear well enough to communicate clearly and understandably in person, over the telephone, and in small groups.
- Vision sufficient to read fine print and a computer monitor.
- Manual dexterity sufficient to use hands, arms, and shoulders repetitively to operate a telephone, keyboard, and write.
- Mental stamina to interact professionally with members of the Board of Retirement, employers, peers, and members.
- Independent body mobility, agility, and stamina to stand, walk, stoop, bend, and twist, to access a standard office environment.
- Ability to sit for prolonged periods of time.
- The primary workplace is in an office environment, working with standard office equipment. Peripheral office equipment generates a quiet to moderate noise level.
- Operates in an environment that includes elected officials, non-elected officials, government agencies, community interest groups, and the general public.
- Out-of-area travel may be required to attend meetings and professional conferences.
OCERS offers a competitive benefits package that includes a choice of several health plans, annual leave, and paid holidays. Additionally, OCERS has a defined benefit pension plan which has reciprocity with the Public Employees Retirement System (PERS) and a deferred compensation 457 plan. OCERS offers up to an annual $10,000 Educational and Professional Reimbursement, a $3,500 taxable optional benefit plan, and a flexible/hybrid work schedule.
RECRUITMENT PROCEDURE
Application Screening | (Refer/Non-Refer)
OCERS Human Resources Department will screen all applications and supplemental responses to identify qualified candidates. Applications submitted without a completed supplemental information form will be disqualified from further consideration. After screening, the more qualified candidates will be referred to the next step in the recruitment process and notified of all further procedures applicable to their application status.
Qualifications Appraisal Panel (QAP)
(Weighted 100%) Candidates will be interviewed and rated by a panel of job knowledge experts. Each candidate's rating will be based on responses to a series of structured questions designed to elicit the candidate's qualifications for the job.
Project Assignment and Spark Hire Interview
Candidates who pass the QAP review will advance to the next stage of the process, which includes completing a project assignment and submitting a Spark Hire video interview. The video interview questions will be tailored to the project assignment and designed to evaluate the candidate's approach and critical thinking skills.
Based on OCERS' needs and the number of applications received, the selection procedures listed above may be modified and all affected candidates will be notified.
APPLICATION INFORMATION
Please note, the information provided in your application may be shared internally within OCERS to evaluate your qualifications for potential opportunities in other teams or departments.
HOW TO APPLY
Only online applications with the completed supplemental questions will be accepted.
E-mail is the primary form of notification during the recruitment process. Please ensure your correct e-mail address is on your application and only use one e-mail account.
Your application should highlight all of the areas in which you have developed expertise, matching your professional experience with the specific qualifications listed above.
It is recommended that you record or print your confirmation page, as this verifies receipt of your on-line application.
You may apply online at OCERS website:
For specific information pertaining to this recruitment please contact John Nguyen at (714) ###-#### or email ...@ocers.org. Do not submit resumes to this email address as they will not be considered in lieu of the required application process.
ADDITIONAL INFORMATION
EMAIL NOTIFICATION
Email is the primary form of notification during the recruitment process. Please ensure your correct email address is included in our application and use only one email account.
NOTE: User accounts are established for one person only and should not be shared with another person. Multiple applications with multiple users may jeopardize your status in the recruitment process for any positions for which you apply.
Candidates will be notified regarding their status as the recruitment proceeds via email through the GovernmentJobs.com site. Please check your email folders, including spam/junk folders, and/or accept emails ending with "governmentjobs.com" and "ocgov.com." If your email address should change, please update your profile at
FREQUENTLY ASKED QUESTIONS
Click for additional Frequently Asked Questions.
EEO INFORMATION
OCERS, as an Equal Employment Opportunity employer, encourages applicants from diverse backgrounds to apply.
Administrative Management Benefits
Administrative Management employees enjoy a comprehensive selection of enhanced benefits, including:
- Retirement: Participation in the Orange County Employees Retirement System (OCERS), a defined benefit pension plan. Learn more about OCERS plans and pension benefits here:
- Optional Benefit Plan (OBP): An annual amount of $3,500, which may be received in the form of lump sum payment (taxable) or other available benefit choices.
- Paid Leave
- 12 paid holidays per year
- Accrued annual leave
- Health & Dependent Care Reimbursement Accounts: Flexible spending accounts to help cover eligible medical and dependent care expenses with pre-tax dollars.
- Dental Insurance: Provided to team members and eligible dependents at no cost.
- Life and Accidental Death & Dismemberment (AD&D) Insurance: $100,000 AD&D coverage, with the option to purchase additional coverage including dependent coverage.
- Disability Insurance: Short-term and long-term disability insurance programs are provided at no cost to employees.
- 457 Defined Contribution Program: Voluntary retirement savings program with tax-deferred contributions.
- Tuition Reimbursement: Up to $10,000 maximum annually.
01
Thank you for your interest in the Sr. Human Resources Staff Analyst position. You are required to provide full and complete responses to the supplemental questions. Your completed responses to these supplemental questions will be evaluated to determine your qualifications and must be completed properly in order to be given full consideration for the next phase in the selection process. Supplemental questions are designed to help you present your qualifications for this position and will be rated based on the information that you supply. Please provide succinct, concise, descriptive, and detailed information and highlight all of the areas in which you have developed expertise, matching your professional experience with the specific qualifications and abilities for each question.Resumes will not be accepted in lieu of completing the supplemental questions.By selecting yes below, you acknowledge that you have read and understood the requirements of this application.
- Yes
- No
02
Certificate Requirement Acknowledgement:This position requires the selected individual to obtain a Human Resources certificate through an accredited program (e.g., SHRM, HRCI, or an accredited university HR program) during the first 18 months of employment, unless waived by possession of a current HR certification.Please acknowledge that you understand and agree to meet this requirement.If you currently hold an HR certification that may qualify for a waiver, please identify it below and attach documentation.
- Yes
- No
03
Professional Certifications:Indicate which of the following certifications you possess (check all that apply) and attach copies of supporting documentation:
- Professional in Human Resources (PHR)
- Senior Professional in Human Resources (SPHR)
- SHRM Certified Professional (SHRM-CP)
- SHRM Senior Certified Professional (SHRM-SCP)
- Certified Compensation Professional (CCP)
- Certified Employee Benefits Specialist (CEBS)
- None of the above
04
Do you possess a bachelor's degree or higher from an accredited college or university?
- Yes
- No
05
Education:Please list your highest completed degree. Include the following details:1) Degree type (e.g., Bachelor's, Master's)2) Major or field of study3) School name or universityExample:Master of Science, Human Resources Management - University of California, Irvine
06
How many years of advanced-level professional human resources experience do you possess (experience that required the application of HR principles, practices, and analytical skills to complex HR issues or programs)?
- 4+ years - Advanced/Extensive experience
- 3 years - Solid/professional experience
- 2 years - Moderate experience
- 0 - 1 year - Some experience
07
Please list the human resources position title(s) in which you gained this experience.
08
Supervision and Leadership Experience:Describe your experience supervising professional-level staff and how your leadership approach aligns with a public-sector environment and organizational values. In your response, include:1) The classifications or roles supervised2) The number of direct and indirect reports
09
HR Technology, Systems, or Software Innovation:The implementation of automation and new software systems is on the horizon, including one currently being researched for performance management. Describe a specific example where you led or played a key role in implementing or improving an HR technology system or software solution.Your response should address:1) The system or tool implemented (e.g., HRIS, payroll, recruitment, performance, automation, or analytics)2) The problem or inefficiency it addressed3) Your level of involvement (lead, project manager, SME, etc.)4) Results achieved, including efficiency, accuracy, compliance, or user adoption
10
Complex Employee Relations or Workplace Investigation:Describe the most complex employee relations issue, investigation, or workplace conflict you have led.In your response, include:1) The nature and complexity of the issue2) How you assessed risk, gathered facts, and ensured due process3) Laws, policies, or labor agreements considered4) The outcome
11
Classification and Compensation Experience: A manager-level compensation study is currently underway, and this position will assist in leading the project. Describe your experience in classification and compensation.Include:1) The position(s) in which you gained this experience2) Number of years of experience3) Types of analyses performed (e.g., job studies, market pricing, internal equity, salary recommendations)4) Your role in presenting or defending recommendations to leadership or governing bodies
12
Executive-Level Recruitment: All executive recruitments are performed in-house rather than through an external recruiting firm.Describe your experience conducting executive-level or high-profile recruitments.Include:1) The position(s) you held while performing this work2) Titles of executive or C-suite roles recruited for3) Your role in recruitment strategy, stakeholder engagement, and selection processes
13
Labor Relations and Union Experience:Describe your experience working with employee unions.Include:1) The position(s) in which you gained this experience2) Length of time working in a unionized environment3) The union(s) you have worked with4) Your role in contract administration, grievance handling, negotiations, or labor-management relations
14
The HR Director is responsible for the quarterly Personnel Committee meetings, and you will be instrumental in supporting and delivering presentations at these meetings. Describe your experience speaking publicly or presenting information to public boards or executive leadership. Please include examples of the topics presented and your role in the process.
15
This position requires supervising staff and leading a team. How many years of experience do you have supervising employees?
- 4+ years - Advanced/Extensive supervisory experience
- 3 years - Solid/Professional supervisory experience
- 2 years - Moderate supervisory experience
- 0-1 year - Some supervisory experience
16
Please describe your experience supervising employees, including the number and types of staff you have overseen, your role in conducting performance evaluations, and your experience supporting employee growth and development.If you have not supervised staff, please type "N/A."
17
As a public agency committed to transparency and ethical conduct, OCERS requires candidates to disclose any outside business activities. Are you currently engaged in any outside business activities? (Select one)
- Yes
- No
18
If you answered "Yes" to the above question, please provide a brief description of the outside business activity, including the nature of the business and your role or involvement.
19
I certify that all statements made in this Supplemental Questionnaire are true and complete to the best of my knowledge. I understand that any false statement(s) of material facts or omissions may subject me to disqualification.
- Yes
- No
Required Question