Senior Civil Service Analyst

Senior Civil Service Analyst

Print (https://www.governmentjobs.com/careers/reno/jobs/newprint/5453702)

Apply

Senior Civil Service Analyst

Salary

$103,209.60 - $135,200.00 Annually

Location

City of Reno City Hall, NV

Job Type

Full-Time Regular

Job Number

113726P

Department

Civil Service

Opening Date

08/21/2026

Closing Date

8/31/2026 10:00 AM Pacific

• Description

• Benefits

• Questions

Description

Promotional Opportunity

This recruitment is open only to qualified current classified City of Reno employees.

This is a hands-on lead role for an experienced employee-selection professional who is ready to take on the office’s most complex recruitment and assessment work. The Senior Civil Service Analyst works across the full assessment process, from job analysis and examination planning through review of results and recommendations, and helps Civil Service Analysts resolve difficult technical issues and improve how the City evaluates talent.

The ideal candidate can balance legal and professional standards with operational needs, make sound decisions when the answer is not obvious, and keep multiple high-priority projects moving. They will be a trusted resource to the Chief Examiner, departments, Legal Counsel, subject-matter experts, and fellow Analysts, and will be able to coach and influence others without relying on formal supervisory authority.

The Civil Service Department currently has one vacancy, and hiring will begin immediately after the recruitment closes. This recruitment will also establish an eligible list for future vacancies.

This is an internal recruitment to provide a promotional opportunity for all qualified current classified City of Reno employees.

The City of Reno is committed to providing equal employment opportunities to everyone. This commitment is an integral part of our efforts to ensure that we have a diverse and representative workforce that serves the community of Reno.

Examples of Essential Functions

Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:

• Leads the recruitment and talent assessment processes for the Civil Service Analysts. Trains and mentors new and established Civil Service Analysts. Monitors the status of work conducted by the Civil Service Analysts and recommends appropriate solutions to problems encountered during daily operations. Consults with the Chief Examiner, legal counsel or outside subject matter experts for areas of uncertainty.

• Designs and develops comprehensive employee talent assessment plans to include research into new methods and best practices, policies, procedures and technical guidance for positions covered by the Civil Service System.

• Reviews, approves and develops job analyses and examination plans and content that adhere to merit system policies and procedures.

• Monitors item bank status and recommends competency areas for item development.

• Consults with and advises the Chief Examiner on performance goals, work priorities, scope of work and strategic planning. Identifies and relays needs related to training, resources and supplies.

• Assumes assigned duties and responsibilities of the Chief Examiner during absences.

• Designs and develops defensible and valid employee selection devices and scoring plans based on job analyses, research and input from subject matter experts and analysts.

• Using various methods and software programs, manages, analyzes and reports on data to include test scores, validity, reliability and adverse impact measures, user experience survey results and overall value and quality of examination content.

• Uses job analysis techniques to develop content-valid employee selection procedures.

• Advises and trains on local, state and federal regulations; Civil Service Rules; City policies and procedures and best practices related to job talent assessment and recruitment.

• Gathers information, prepares reports and analysis and assists in the preparation and presentation of Civil Service matters before the Civil Service Commission.

• Performs related work as required.

Minimum Qualifications

The following minimum qualifications must be met at the time of application.

Education:

Bachelor's degree from an accredited college or university in public administration, business administration, psychology, sociology, industrial/organizational psychology or a closely related field to area of assignment.

Experience:

Four years of professional level experience in employee talent assessment procedures to include pre-employment examinations.

or

Three years as a Civil Service Analyst at the City of Reno.

Licenses and Certifications:

Must possess a valid driver's license or otherwise demonstrate the ability to independently get to and from multiple work locations as required.

Supplemental Information

To Apply:

Submit your completed application and all additional information/documentation requested through our job board athttps://www.governmentjobs.com/careers/reno by August 31, 2026 at 10:00 a.m. PT. If a computer or mobile device is not available to you, suggested locations to complete an online application submittal include: the City of Reno City Hall 2nd floor computer kiosk or Civil Service Office, any Nevada Job Connect location, local libraries, or educational facilities.

If you are having difficulty logging into your governmentjobs.com profile, please call the applicant support line at 855-524-5627.

Application Preparation:

A complete application is required, including detailed work experience and education. Résumés may be submitted as supplemental information but will not be reviewed in place of the application when determining whether minimum qualifications have been met or when scoring the Supplemental Questionnaire Examination.

Examination Process:

Applicants must meet the minimum qualifications and receive a passing score on the examination for this position to be placed on the eligible list.

The examination will be delivered through the Supplemental Questionnaire included in the online application and will consist of the following:

Training and Experience Evaluation (T&E) = 70%

Situational Judgment Questions = 30%

The minimum-qualification screening questions are not scored as part of the examination. Only the examination responses submitted by applicants who meet the minimum qualifications will be evaluated and scored.

The Training and Experience Evaluation (T&E) consists of four structured questions concerning the applicant’s relevant professional accomplishments, level of responsibility, technical experience, and demonstrated results.

The Situational Judgment portion consists of two written, job-related scenarios requiring applicants to analyze the information presented, identify appropriate priorities and actions, explain their reasoning, and address relevant consultation, communication, and documentation.

The entire examination must be completed and submitted through the Supplemental Questionnaire at the time of application. There will not be a separate testing invitation or testing window after the recruitment closes.

Supplemental Questionnaire Examination Details:

The Supplemental Questionnaire may be viewed online under the tab marked“QUESTIONS”on the job-announcement page. The Supplemental Questionnaire must be completed and submitted online with the application by the closing date.

• Responses to the Training and Experience Evaluation (T&E) questions must be consistent with the information included in the work-experience and education sections of the application. Answers are subject to verification.

• Address every numbered element of each examination question.

• Clearly describe your personal role, actions, level of responsibility, analysis, decisions, and results.

• Response-length guidance is provided in the examination instructions. The guidance is not a required minimum or maximum. Responses will be evaluated based on the quality and relevance of the information provided, not solely on length.

• In order to receive credit for qualifying education or training, attach copies of the required transcripts, diploma, or relevant certificates to the online application.

• Résumés, cover letters, questionnaires, or other documents uploaded as attachments will not be accepted in place of completing each question online.

• “See Resume,” “See Application,” “See Above,” or similar statements are not qualifying examination responses and will not be considered.

• Do not include applicant names, secure examination content, privileged legal advice, or other confidential information in your responses.

• All responses must reflect your own experience, analysis, and judgment and must comply with the independent-work requirements contained in the Supplemental Questionnaire.

• Changes or corrections cannot be made after the application packet has been submitted.

• Tip: It may be more efficient to prepare your responses in a word-processing document and then paste them into the online questionnaire before submitting your application.

Notification:

Applicants are notified by email of their examination results. Applicants who do not meet the minimum qualifications will also be notified within two weeks of the job posting closing.

We highly recommend opting in to receive text message notifications. Follow-up text messages may include updates about your application, next steps, and interviews. If you haven’t opted in before, the option will appear before you submit your application. If you’ve previously opted in or out, you can update your choice anytime in account settings in your governmentjobs.com profile .

Testing Accommodation:

We strive to ensure equal access for all individuals. If you require an accommodation due to a disability, you must inform the Chief Examiner by completing theAccommodation Request Form (https://forms.office.com/g/wTdNZh4Aih) by the closing date of this announcement. All requests will be handled with confidentiality and respect.

Contact Information:

Applicants are responsible for keeping the Reno Civil Service Commission informed of their current contact information, including phone number, email, and mailing address.

Employee/Veteran Preference in the Event of Tie Scores:

Promotional Examinations (Rule VIII, Section 7):

If two or more employees earn the same final score (including seniority points), veterans’ preference will be applied if any of the tied employees have submitted proof of an honorable military discharge. This preference is only used to break ties. If a tie still remains, it will be broken based on seniority in the current classification. Proof of honorable discharge must be submitted with the application.

Seniority Points:

Seniority Credit (Rule VIII, Section 9):

Classified employees of the City of Reno shall receive seniority credit computed by adding to a passing score as follows:

The final ranking will include the applicable seniority points added to the overall grade of the examination process. For each full year of continuous service completed, 0.2 points will be added up to a maximum of ten (10) years... 2 points will be the maximum.

Appointment and Certification:

Appointments to positions in the City's Civil Service system are made on the basis of examination. Scores resulting from a competitive examination are used in determining a person's rank on an eligible register. The department may hire any of the persons referred. The names of those persons not hired may be considered when the next vacancy occurs, for as long as that register is viable.

Probationary Period:

Certification of Eligibles, Appointments, and Probation (Rule VII, Section 12)

Classified employees who are newly hired, promoted, reclassified, transferred, or who voluntarily demote to a lower position are subject to a probationary period.

The only exception is if an employee chooses to voluntarily demote back to the exact job they previously held within 24 months of being promoted.

Questions and Updates:

Questions about the information on this announcement and updates to application information should be directed to Civil Service at (775)334-2223 or [email protected] .

The City of Reno is an equal opportunity employer. Recruitment, hiring, assignment, training, compensation, promotion, retention, and disciplinary decisions will be made without regard to race, color, religion, creed, national origin, sex, sexual orientation, gender identity, gender expression, age, pregnancy, physical or mental disability, genetic information, veteran status, political affiliation, membership in an employee association, or any other protected class status applicable under federal or state law or City Charter.

Please use thisHealth and Welfare Benefit Link (https://reno.gov/government/departments/human-resources/benefits.php) to learn more about the City of Reno's great employee benefit plans and wellness programs.

01

Minimum Qualification Review

The following questions are a required part of your application for this position. Your answers will be used to assist the Civil Service Commission in evaluating your related work experience and education to determine that you meet the minimum qualifications for this position as listed on the job posting.

All information provided in your answers must be included for verification in the work experience section of your application and may be substantiated further by the City of Reno. Failure to provide a truthful response to all questions will be grounds for disqualification and you will not be considered further in the hiring process for this position.

By checking "I understand", you certify that you have read and agree to the above statement.

• I Understand

02

Are you a current classified City of Reno employee?

• Yes

• No

03

Do you have a valid driver’s license or can otherwise demonstrate the ability to independently get to and from multiple work locations?

• Yes

• No

04

Which of the following best describes your highest level of qualifying education?

• Bachelor’s degree or higher from an accredited college or university in public administration, business administration, psychology, sociology, or industrial/organizational psychology.

• Bachelor’s degree or higher from an accredited college or university in a closely related field.

• None of the above

05

Answer this question if your degree is in another closely related field to this position.

Describe how your degree has prepared you to perform the work of this position?

06

In order for your education to be considered in meeting the minimum qualifications and/or to get credit for your education as part of the assessment process, you must attach a copy of your diploma or unofficial transcripts to your application.

Have you attached verifiable documentation in the form of a college diploma or unofficial transcripts to your application?

• Yes

• No

07

Which of the following best describes your qualifying paid work experience?

• I have at least four years or more of professional level experience in employee talent assessment procedures including pre-employment examinations.

• I have at least three years or more of experience as a Civil Service Analyst at the City of Reno.

• None of the above

08

Provide a list of employers where you gained your qualifying paid work experience from the work experience section of your application. Include the name of the employer, your title, the amount of time you worked in the position (full-time equivalent), the work you performed and your level of responsibility.

This information must be provided in order to continue in the screening process. “See Resume” or “See Application” as a response may be grounds for disqualification.

09

Examination Instructions and Certification

The following sections of the Supplemental Questionnaire are part of the Civil Service examination for this position and must be completed online at the time of application. The examination consists of four Training and Experience Evaluation (T&E) questions and two job-related situational judgment questions.

Questionnaires submitted as attachments to the online application will not be considered. Résumés, cover letters, or other attachments will not be accepted in place of answering each question in the Supplemental Questionnaire.

To receive full consideration:

• Complete every examination question and address each numbered element.

• Clearly describe your personal role, actions, level of responsibility, analysis, decisions, and results.

• Distinguish your personal contribution from work performed by supervisors, coworkers, consultants, subject-matter experts, or other participants.

• Do not respond with “See Resume,” “See Application,” “See Above,” or similar statements.

• Ensure that the employers, positions, dates, and nature of work described in your Training and Experience Evaluation (T&E) responses are included in the work-experience section of your application.

• Do not disclose applicant names, secure examination content, privileged legal advice, or other confidential information.

• Prepare and review your answers carefully. Changes or corrections cannot be made after your application packet has been submitted.

Do you certify that the information provided in this Supplemental Questionnaire examination is true and correct to the best of your knowledge and that the responses reflect your own experience, analysis, and judgment?

• Yes

• No

10

Training and Experience Evaluation (T&E) Question Instructions

For each Training and Experience Evaluation (T&E) question, organize your response around the following three major portions:

• The situation, project, scope of work, and your personal role.

• The actions you personally took, including your methods, analysis, reasoning, and decisions.

• The outcome, work product, organizational impact, or other results.

A complete response will generally include approximately two to three detailed paragraphs for each of these major portions. This is response guidance and is not a required minimum or maximum. Responses will be evaluated based on the relevance, specificity, complexity, independence, and results demonstrated, not solely on response length.

You may prepare your responses in a word-processing document and paste them into the online questionnaire. You may review nonconfidential records that you are authorized to access and publicly available reference materials.

All substantive content must be independently prepared and reflect your own experience, analysis, and judgment. Responses may not be drafted, generated, rewritten, or substantively revised by another person or by a generative artificial intelligence tool. Ordinary spell-check may be used, but tools that generate or materially alter the substantive content of a response may not be used.

Failure to complete all questions or provide sufficient information may result in a lower score or disqualification from the examination process.

By selecting “I understand,” you acknowledge and agree to comply with the independent-work requirements stated above.

• I understand

11

Describe the most complex employee-selection or talent-assessment process that you had substantial personal responsibility for designing or developing.

Include:

• The classification or type of position involved.

• Your role and level of independence.

• How job information was collected and analyzed.

• How the competencies, KSAs, or work behaviors to be assessed were identified.

• How the assessment devices and scoring plan were selected and developed.

• The steps you took to support validity, job relatedness, fairness, and compliance.

• Significant challenges, changes, or technical issues you addressed.

• The outcome or final work product.

Clearly distinguish your personal actions and responsibilities from those performed by supervisors, coworkers, consultants, subject-matter experts, or other participants.

12

Describe a situation in which you identified and addressed a significant concern involving a law or regulation, Civil Service Rule, professional standard, validity, reliability, adverse impact, or selection procedure in a recruitment or employee-selection process.

Include:

• How you identified the concern.

• The facts and information you evaluated.

• The laws, regulations, Civil Service Rules, policies, professional standards, or principles you applied.

• Any research or consultation you conducted.

• The alternatives you considered.

• Your recommendation or decision.

• How the issue was resolved.

• The effect on the recruitment, assessment, candidates, or organization.

The example does not need to involve litigation or a formal legal dispute. A significant issue involving an examination plan, minimum qualifications, scoring, accommodations, adverse impact, confidentiality, candidate treatment, or Civil Service procedure may provide relevant evidence.

13

Describe a situation in which you trained, mentored, coached, or provided technical and functional guidance to an analyst, subject-matter expert, manager, or another stakeholder regarding recruitment or employee-selection work.

Include:

• The individual’s or group’s development, knowledge, or performance need.

• Your role and authority in the situation.

• How you determined what guidance or training was needed.

• The approach, materials, or methods you used.

• How you adapted your approach to the audience.

• The feedback you provided.

• How you monitored understanding, progress, or subsequent performance.

• The result.

This question concerns technical or functional leadership. Formal supervisory authority is not required for the example.

14

Describe a complex recruitment, examination, or talent-assessment project that you planned, organized, and coordinated through completion.

Include:

• The project’s purpose, scope, and major deliverables.

• Your role and level of responsibility.

• The stakeholders and resources involved.

• How you established timelines, milestones, and priorities.

• How you monitored progress and work quality.

• Competing priorities, obstacles, delays, or changes that arose.

• The actions you took to keep the project on track.

• The final outcome.

Clearly identify the portions of the project for which you were personally responsible.

15

Situational Judgment Question Instructions

The following questions present hypothetical situations that may be encountered by a Senior Civil Service Analyst. There may be more than one reasonable approach.

These situational judgment questions are open-resource. You may consult publicly available laws, Civil Service Rules, City policies, regulations, and professional guidance that would reasonably be available when performing the work.

For each scenario:

• Base your response on the facts provided.

• Identify additional information you would obtain when the information provided is insufficient.

• Explain your priorities, proposed actions, reasoning, and expected next steps.

• Identify when consultation, approval, communication, or documentation would be appropriate.

• Do not assume authority that is not stated in the scenario.

• Number your response to correspond with each question presented.

• Do not identify actual applicants, employees, examinations, protests, or confidential City matters in your response.

A complete response will generally include approximately one to three detailed paragraphs for each numbered question presented in the scenario. This is response guidance and is not a required minimum or maximum.

All substantive content must be independently prepared and reflect your own analysis and judgment. Responses may not be drafted, generated, rewritten, or substantively revised by another person or by a generative artificial intelligence tool. Ordinary spell-check may be used, but tools that generate or materially alter substantive content may not be used.

Responses will be evaluated based on the job-related quality of the analysis, reasoning, decisions, and proposed actions. Responses will not be scored based on response length, writing style, or minor spelling and grammatical errors, provided the response is sufficiently clear to evaluate.

• I understand

16

Examination Plan Concern

A Civil Service Analyst presents an examination plan that is nearly ready for approval. The department strongly supports the proposed assessment approach and wants the recruitment opened immediately because of significant staffing needs.

During your review, you identify the following concerns:

• One portion of the proposed assessment is not clearly supported by the job analysis.

• The proposed scoring plan appears to treat comparable experience inconsistently.

• Available information from a similar assessment raises a possible adverse-impact concern.

Delaying the recruitment may create operational difficulties for the department. However, proceeding without adequately addressing the concerns could affect the job relatedness, fairness, consistency, or defensibility of the examination.

For purposes of this exercise, assume that the Senior Civil Service Analyst is responsible for reviewing the plan, recommending or requiring appropriate revisions, and consulting with the Chief Examiner, Legal Counsel, or other subject-matter experts when warranted.

In your response, address the following:

• What are the most significant issues presented by this situation, and which should be addressed first?

• What additional information, analysis, or consultation would you obtain?

• What course of action would you recommend? Identify what, if anything, could proceed and what would need to be revised, delayed, or reconsidered.

• How would you communicate and document your analysis, recommendation, and next steps?

17

Competing Priorities During the Chief Examiner’s Absence

The Chief Examiner will be unexpectedly unavailable for four business days and assigns you responsibility for coordinating current work and routine operational matters.

At the start of the first day, you learn the following::

• An agenda staff report is due in two business days. It addresses a resolved examination protest and future assessment improvements, but some facts and records are still pending from Legal Counsel.

• A promotional public-safety assessment center is in three weeks. A critical SME review scheduled for next week conflicts with a conference; the SMEs are unavailable, and remaining development and administrative work depends on the review.

• A department has asked Civil Service to open a recruitment immediately because of an unexpected vacancy. The Civil Service Analysts who would normally be assigned the recruitment already have full workloads and established deadlines for other projects.

Resources are insufficient to meet every requested timeline. You may coordinate work, set interim priorities, recommend adjustments, communicate with stakeholders, and make routine decisions. Material changes to an examination date, Commission agenda deadline, budget, or policy position require appropriate approval.

In your response, address the following:

• How would you prioritize and sequence the matters, and what factors would you consider?

• What would you decide or do during the Chief Examiners absence, and what would require consultation, approval, or follow-up?

• How would you coordinate with the Analysts, departments, SMEs, Legal Counsel, and other stakeholders to move the work forward?

• What would you communicate and document, and how would you monitor progress and adjust the plan if circumstances changed?

Required Question

Employer

City of Reno

Address

PO Box 1900Reno, Nevada, 89505

Phone

(775) 334-2223

Website

https://www.reno.gov/government/jobs-recruitment.php

Apply

Please verify your email addressVerify Email