Public Policy Analyst Jobs in Reno, NV (NOW HIRING)

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 at https://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. Resumes 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. Resumes, 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 the Accommodation Request Form 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 civilservice@reno.gov. 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.