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Job Description
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Pay Rate
Non-Rep Pay Grade N04
$110,193.00/annually - $166,944.00/annually
The initial annual salary for this assignment is negotiable between $110,193.00 - $138,568.50, commensurate with education and experience.
Reports To
Manager of Absence Management
Current Assignment
BART's Absence Management Division is looking for a highly motivated and skilled Data Analyst to join our dynamic team of Human Resources and Data Analytics professionals. This role involves identifying key absence data to produce meaningful reports and insights, supporting the continuous improvement of time and attendance processes, and collaborating with stakeholders on attendance data analysis, visualizations, and presentations essential for maintaining the safe and reliable operation of the BART system and ensuring the delivery of world-class transit services to the Bay Area.
The incumbent will work independently on enhancing and streamlining attendance data analytics, collaborating with cross-functional teams to resolve employee time and attendance issues, and managing time reporting discrepancies.
The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process:- Track absenteeism rates over time to identify patterns and areas of opportunity.
- Strong written and verbal communication skills and the ability to clearly communicate complex topics in an accessible and easy way to understand.
- Strong analytical and problem-solving skills.
- Work with complex data and perform routine statistical analyses on absence data.
- Ability to leverage various computer systems and applications in conducting analyses, including strong Microsoft Excel formulas and functions skills. Familiarity with Power BI, and other automation programs.
- Analyze absence trends and time reporting inconsistencies.
- Develop procedures for tracking absence costs in correlation to overtime and other expenses driven by absenteeism.
- The ability to clearly communicate findings and strategy recommendations to management in verbal, written, and other visual forms.
Selection Process
Applications will be screened to assure that minimum qualifications are met. Those applicants who meet minimum qualifications will then be referred to the hiring department for the completion of further selection processes.
The selection process for this position may include a skills/performance demonstration, a written examination, and a panel and/or individual interview.
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations).Application Process
Application Process
External applicants may only apply online, at www.bart.gov/jobs. Applicants needing assistance with the online application process may receive additional information by calling (510) 464-6112.
Current employees are strongly encouraged to apply online, either at www.bart.gov/jobs , or on Employee Connect. Current employees may also apply using a BART paper application by delivering the completed form to the Human Resources Department, or by mailing it to P.O. Box 12688, Oakland, CA 94604-2688.
All applicants are asked to complete the application in full, indicating dates of employment, all positions held, hours worked, and a full description of duties. Online applicants are invited to electronically attach a resume to the application form to provide supplemental information but should not consider the resume a substitute for the application form itself.
Examples of Duties
Collects, cleans, validates, and analyzes workforce data from multiple sources to ensure accuracy and integrity.
Develops reports, dashboards, and visualizations to communicate trends and support strategic business operations decisions.
Performs in-depth analysis of workforce data including but not limited to absenteeism, leave usage, turnover, compensation, and recruiting outcomes.
Utilizes advanced spreadsheet features such as pivot tables, data transformation and preparation tools, nested functions, and macros to develop detailed and informative analyses.
Supports functional areas such as absence management, benefits, classification and compensation, human resources information systems, leave management, and workforce development with relevant analytics and reports.
Partners with internal stakeholders including Payroll, Time and Accounting Administration, Office of the Chief Information Officer, and Human Resources staff to resolve data discrepancies and help streamline data flow between systems.
Tracks and analyzes leave data and prepares periodic absence trend reports.
Prepares compliance-focused reports and data files for internal audits, public records requests, and records requests from regulatory agencies.
Collaborates with other departments to translate data to actionable recommendations and improved business practices.
Ensures security and confidentiality of sensitive employee information in all data handling activities.
Develops and maintains documentation for recurring reports, processes, and data governance.
Participates in system implementations, upgrades, and testing activities for human resources systems and databases, as assigned.
Minimum Qualifications
Education :
Bachelor’s degree in business administration, computer science, data analytics, statistics, information systems, or a related field from an accredited college or university.
Experience :
The equivalent of two (2) years of full-time professional experience performing data analysis for business operations, financial reporting, workforce reporting, or a similar function.
Substitution :
Additional experience may be substituted for the required education on a year-for-year basis.
Knowledge and Skills
Knowledge of :- Mathematical and statistical methods and data analysis techniques
- Theories, principles, and practices of research, data processing, and statistical analysis
- Advanced spreadsheet functionality, including pivot tables, functions, formulas, conditional formatting, dashboards, and macros
- Applicable information systems, databases, and data governance principles
- Current data visualization software and tools that are commonly used
- Methods for ensuring data privacy, confidentiality, and information security
- Public sector HR operations, labor agreements, and/or civil service rules depending on area of assignment
- Related federal, state, and local laws, codes, and regulations
- Working with large datasets and multiple data sources
- Collecting, maintaining, managing, analyzing, interpreting, and disseminating data and information from a wide variety of ongoing data-streams from internal and external sources
- Designing data collection instruments and developing methodologies to collect data
- Analyzing and interpreting complex datasets
- Making sense of complex, high-quantity, and sometimes contradictory information to effectively solve problems
- Utilizing commonly used spreadsheet applications and data visualization tools to communicate findings
- Cleaning and validating data from multiple sources
- Automating routine reports and tasks using macros, functions, and/or formulas
- Documenting and maintaining procedures and analytical models
- Utilizing current software commonly used for statistical analysis, word processing, presentations, and emails
- Interpreting, applying, and ensuring compliance with applicable policies, procedures, laws, and regulations
- Solving problems independently and collaboratively
- Analyzing problems, identifying alternative solutions, assessing consequences of proposed actions, and implementing recommendations
- Operating office equipment and technology tools, including desktop computers, laptop computers, printers, and presentation equipment
- Presenting technical data clearly to non-technical stakeholders
- Communicating effectively verbally and in writing
- Presenting information, proposals, and recommendations clearly and persuasively
- Establishing and maintaining effective working relationships with all internal and external contacts
- Maintaining discretion and confidentiality in all data-related activities
Environmental Conditions :
Office environment; exposure to computers.
Physical Conditions :
May require maintaining physical condition necessary for walking, standing or sitting for prolonged periods of time.
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov .
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs .
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights- Medical Coverage (or $350/month if opted out)
- Dental Coverage
- Vision Insurance (Basic and Enhanced Plans Available)
- Retirement Plan through the CA Public Employees’ Retirement System (CalPERS)
- 2% @ 55 (Classic Members)
- 2% @ 62 (PEPRA Members)
- 3% at 50 (Safety Members - Classic)
- 2.7% @ 57 (Safety Members - PEPRA)
- Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
- Money Purchase Pension Plan (in-lieu of participating in Social Security tax)
- 6.65% employer contribution up to annual maximum of $1,868.65
- Deferred Compensation & Roth 457
- Sick Leave Accruals (12 days per year)
- Vacation Accruals (3-6 weeks based on time worked w/ the District)
- Holidays: 9 observed holidays and 5 floating holidays
- Life Insurance w/ ability to obtain additional coverage
- Accidental Death and Dismemberment (AD&D) Insurance
- Survivor Benefits through BART
- Short-Term Disability Insurance
- Long-Term Disability Insurance
- Flexible Spending Accounts: Health and Dependent Care
- Commuter Benefits
- Free BART Passes for BART employees and eligible family members.
Closing Date/Time: 11/7/2025 11:57 PM Pacific -
ABOUT THE COMPANY
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BART (Bay Area Rapid Transit)
Show moreThe BART story began in 1946. It began not by governmental fiat, but as a concept gradually evolving at informal gatherings of business and civic leaders on both sides of the San Francisco Bay. Facing a heavy post-war migration to the area and its consequent automobile boom, these people discussed ways of easing the mounting congestion that was clogging the bridges spanning the Bay. In 1947, a joint Army-Navy review Board concluded that another connecting link between San Francisco and Oakland would be needed in the years ahead to prevent intolerable congestion on the Bay Bridge. The link? An underwater tube devoted exclusively to high-speed electric trains.
Since 1911, visionaries had periodically brought up this Jules Verne concept. But now, pressure for a traffic solution increased with the population. In 1951, the State Legislature created the 26-member San Francisco Bay Area Rapid Transit Commission, comprised of representatives from each of the nine counties which touch the Bay. The Commission's charge was to study the Bay Area's long range transportation needs in the context of environmental problems and then recommend the best solution.
The Commission advised, in its final report in 1957, that any transportation plan must be coordinated with the area's total plan for future development. Since no development plan existed, the Commission prepared one itself. The result of their thoroughness is a master plan which did much to bring about coordinated planning in the Bay Area, and which was adopted a decade later by the Association of Bay Area Governments (ABAG).
The BART Concept is Born
The Commission's least-cost solution to traffic tie-ups was to recommend forming a five-county rapid transit district, whose mandate would be to build and operate a high-speed rapid rail network linking major commercial centers with suburban sub-centers.The Commission stated that, "If the Bay Area is to be preserved as a fine place to live and work, a regional rapid transit system is essential to prevent total dependence on automobiles and freeways."
Thus was born the environmental concept underlying BART. Acting on the Commission's recommendations, in 1957, the Legislature formed the San Francisco Bay Area Rapid Transit District, comprising the five counties of Alameda, Contra Costa, Marin, San Francisco and San Mateo. At this time, the District was granted a taxing power of five cents per $100 of assessed valuation. It also had authority to levy property taxes to support a general obligation bond issue, if approved by District voters. The State Legislature lowered the requirement for voter approval from 66 percent to 60 percent.
Between 1957 and 1962, engineering plans were developed for a system that would usher in a new era in rapid transit. Electric trains would run on grade-separated right-of-ways, reaching maximum speeds of 75-80 mph, averaging perhaps 45 mph, including station stops. Advanced transit cars, with sophisticated suspensions, braking and propulsion systems, and luxurious interiors, would be strong competition to "King Car " in the Bay Area. Stations would be pleasant, conveniently located, and striking architectural enhancements to their respective on-line communities.
BART employees in the 1970s.
Hundreds of meetings were held in the District communities to encourage local citizen participation in the development of routes and station locations. By midsummer, 1961, the final plan was submitted to the supervisors of the five District counties for approval. San Mateo County Supervisors were cool to the plan. Citing the high costs of a new system-plus adequate existing service from Southern Pacific commuter trains - they voted to withdraw their county from the District in December 1961.
With the District-wide tax base thus weakened by the withdrawal of San Mateo County, Marin County was forced to withdraw in early 1962 because its marginal tax base could not adequately absorb its share of BART's projected cost. Another important factor in Marin's withdrawal was an engineering controversy over the feasibility of carrying trains across the Golden Gate Bridge.
BART had started with a 16-member governing Board of Directors apportioned on county population size: four from Alameda and San Francisco Counties, three from Contra Costa and San Mateo, and two from Marin. When the District was reduced to three counties, the Board was reduced to 11 members: four from San Francisco and Alameda, and three from Contra Costa. Subsequently, in 1965, the District's enabling legislation was changed to apportion the BART Board with four Directors from each county, thus giving Contra Costa its fourth member on a 12-person Board. Two directors from each county, hence forth, were appointed by the County Board of Supervisors. The other two directors were appointed by committees of mayors of each county (with the exception of the City and County of San Francisco, whose sole mayor made these appointments).
The five-county plan was quickly revised to a three-county plan emphasizing rapid transit between San Francisco and the East Bay cities and suburbs of Contra Costa and Alameda counties. The new plan, elaborately detailed and presented as the "BART Composite Report, " was approved by supervisors of the three counties in July 1962, and placed on the ballot for the following November general election.
The plan required approval of 60 percent of the District's voters. It narrowly passed with a 61.2 percent vote District-wide, much to the surprise of many political experts who were confident it would fail. Indeed, one influential executive was reported to have said: "If I'd known the damn thing would have passed, I'd never have supported it. "
The voters approved a $792 million bond issue to finance a 71.5 mile high-speed transit system, consisting of 33 stations serving 17 communities in the three counties. The proposal also included another needed transit project: rebuilding 3.5 miles of the San Francisco Municipal Railway. The new line would link muni streetcar lines directly with BART and Market Street stations, and four new Muni stations would be built.
The additional cost of the transbay tube -- estimated at $133 million -- was to come from bonds issued by the California Toll Bridge Authority and secured by future Bay Area Bridge revenues. The additional cost of rolling stock, estimated at $71 million, was to be funded primarily from bonds issued against future operating revenues. Thus, the total cost of the system, as of 1962, was projected at $996 million. It would be the largest single public works project ever undertaken in the U.S. by the local citizenry.
After the election, engineers immediately started work on the final system designs, only to be halted by a taxpayer's suit filed against the District a month later. The validity of the bond election, and the legality of the District itself, were challenged. While the court ruled in favor of the District on both counts, six months of litigation cost $12 million in construction delays. This would be the first of many delays from litigation and time-consuming negotiations involving 166 separate agreements reached with on-line cities, counties, and other special districts. The democratic processes of building a new transit system would prove to be major cost factors that, however necessary, were not foreseen.
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