HUMAN RESOURCE PROFESSIONAL I4080A6 Pay Grade: 24 DEFINITION OF WORK Summary This is basic human resource management work of limited scope and complexity. Work involves performing in a staff position to provide limited policy or procedural information to higher-level staff, employees and the public in the administration of a limited human resource management program or a program with considerable central office oversight or performing less complex technical work in one or more human resource specialty area. Standard Classification Factors Supervision Received - LEVEL B: "Under general supervision…" Employees working under general supervision usually receive some instructions with respect to the details of most assignments but are free to develop their own work sequences within established procedures, methods and policies. They are often physically removed from their supervisor and subject to only periodic checks. Difficulty - LEVEL B: Average… Where the employee is confronted with a variety of duties susceptible to different methods of solution which, in turn, places a correspondingly higher demand upon resourcefulness and concentration. Positions which require the analysis and evaluation of raw data and the rendering of conclusions would, in many instances, fall into this category. Complexity - LEVEL B: Work is of a structured nature including duties that have several related steps. This level involves simple analysis of data, identification of easily distinguishable facts and recognition of differences in related situations. Workers at this level exercise limited independent judgment in determining methods or procedures to be used in making minor decisions. Work is normally controlled by frequent review and consultation with supervisors. When guidelines exist at this level, they are usually specific and aid in determining an approach to problems or situations. Workers at this level must be able to identify basic differences in situations to determine the actions which need to be taken. Consequence of Actions or Decisions - LEVEL B: Consequences of actions or decisions at this level are minor as the work is normally reviewed regularly and errors are usually detected in following operations. Errors may be disruptive to co-workers or may cause minor inefficiency. Costs due to errors are minimal. Contacts - LEVEL B: The purpose of the contact is to plan, coordinate and advise on work efforts, interpret guidelines or instructions, elicit opinions or give guidance on the basis of facts to resolve common issues or problems when the information is not sensitive in nature or the individuals or groups are working toward mutual goals and have basically cooperative attitudes. Well developed communication skills are required. Physical Demands - LEVEL A: The work is predominantly sedentary and requires minimal or negligible physical exertion. The employee is normally seated; however, the nature of the work allows for periods of standing or walking at will. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL B: Involves functional leadership responsibility. As a "senior worker", performing essentially the same or similar work as those overseen, responsibility includes training, instructing, scheduling and reviewing. As a "project leader" may be responsible for a phase(s) of a single project which includes planning, coordinating and reviewing the work of others. This level may also involve limited administrative responsibility such as participating in the evaluation of work performance. Distinguishing Features Differs from the Human Resource Professional II class which is full-performance work in one or more program areas of a human resource management program and includes making independent determinations. Differs from the Office Specialist class which is specialized para-professional work. EXAMPLES OF WORK PERFORMED Advises agency staff, employees, and applicants regarding human resource management information such as statutes, regulations, policies, procedures and activities related to pay, employee relations, benefits, health promotion and equal employment opportunity; supports and administers the agency employee relations program. Reviews position descriptions to recommend position classifications; assists with the preparation of position descriptions and organizational charts. Administers a limited human resource management program or a program with considerable central office oversight. Performs complex technical work in one or more human resource specialty area. Identifies and develops a knowledge of the current trends in human resource management through conferences, publications, regulations and policies; conducts limited research in an area of human resource management. Uses software packages, such as spread sheets and data bases to support the human resource program. May participate in training activities through the use of lecture, exercises, case studies, and visual aides. May assign, coordinate and supervise the work of clerical staff. REQUIRED KNOWLEDGE, ABILITIES AND SKILLS Knowledge Knowledge of the methods and principles and practices of human resource management. Knowledge of the methods and practices used to evaluate and interpret data and compile written reports in narrative and statistical form. *Knowledge of English grammar and composition. Knowledge of state and federal laws and regulations regarding human resource practices. Knowledge of methods and practices used to conduct work flow analysis studies. Abilities *Ability to express ideas orally and in writing. *Ability to read and comprehend technical narrative material including handbooks and instructional memoranda for application to daily work. Ability to operate personal computers and software. *Ability to establish and maintain effective working relationships with agency officials, other employees and the public. Ability to organize and develop instructional material and present information and material in an interesting and challenging manner. Ability to evaluate the effect of technology introduction on work flow, organizational structures and changes in worker skill requirements. *Necessary at Entry MINIMUM REQUIREMENTS: One year of experience in planning, directing, organizing, managing
or administering personnel or human resources functions. Education may be
substituted for experience as determined relevant by the agency. |