This is supervisory level generalist personnel work, directing a personnel program for a small to medium sized City Department with limited functions. An employee in this class directs diverse personnel functions, but may not have responsibility for specific functions, and only minimal involvement in other functions. Employees in this class may specialize in, and perform one or more technical functions. Supervising a staff of personnel specialists, personnel assistants, operational personnel and clerical employees is an important aspect of the work. The employee may supervise through subordinate supervisors in larger departments. An employee in this class reports to an administrative or technical supervisor.

ALLOCATING FACTORS: (The following conditions must be met for a position to be approved for this class.)

1. Must supervise a staff of personnel specialists, personnel assistants, operational personnel and clerical employees.
   AND
   
2. Must have responsibility for significant personnel functions in departments with at least 250 full time employees.

FUNCTIONAL RESPONSIBILITY

LABOR RELATIONS

• Maintains contacts with union officials; meets with union officials; may enter into binding agreements with union for the department; conducts disciplinary hearings for departmental employees; participates in preparation of department case; attends and testifies at disciplinary hearings; determines or recommends disciplinary actions; recommends remedial action prior to or in lieu of hearing; conducts, attends or testifies at grievance hearings; participates in preparation of department case; enters into binding agreements with union when appropriate; attends and testifies at grievance arbitration; participates in preparation of City case; proposes or accepts settlement on behalf of department; represents department at Civil Service Commission hearings; trains or advises department managers in terms of contracts, strategies for working with union representatives, and disciplinary techniques and strategies.

• Assesses staffing needs and analyzes organizational structure; develops or participates in development of hiring and succession plans; writes draft class specifications and assists managers in writing class specifications; discusses class specifications with Personnel Department and resolves differences; reviews draft class specifications that have been prepared by the Personnel Department; sends class specification to appropriate manager for review; approves class specifications for department; reviews requests from managers for new positions and promotions; disapproves unjustified requests; advises managers of the appropriate class for positions; determines or recommends method to fill positions; prepares documents requesting position authorization and sends to central review agencies; tracks progress of requests; discusses allocation of positions with Personnel Department; attends presentations to pay evaluation committees; discusses pay rates with Personnel Department.

• Supervises preparation of payroll; provides direction on policy and problems involved in payroll preparation and administration of payroll, including contractual issues and other issues such as relief appointments, shift differentials, out-of- class appointments, on-call or standby time and special pay categories; directs maintenance of leave balances and authorization of leave requests i.e. vacation, sick leave, FLMA; develop and interprets leave policies; provides training and information on leave procedures and policies; counsels individual employees on leave problems.

• Investigates complaints of charges of discrimination or sexual harassment; conducts investigation; recommends actions; may refer case to Personnel Department; maintains affirmative action plan for department; develops and updates plan; develops policies and communicates policies to employees; ensures compliance with laws and regulations such as ADA,FMLA,EEO; conducts investigations and recommends corrective action; arranges accommodations for employees; recruits women and minorities; identifies opportunities for women or minorities to advance; monitors statistics concerning hiring or promotion rates for women and minorities; recommends actions to improve affirmative action hiring and promotion.

• Requests examination announcement; requests type of test and basis of competition; reviews test content or secures departmental subject matter experts to review test content; may assist Personnel Department in review of applications; arranges certification of eligible candidates; schedules or conducts interviews of candidates; selects candidate to be hired or provides input for selection decision.

• Purchases or provides input in purchase of safety equipment; evaluates equipment; visits manufacturer; observes field tests of equipment; conducts training session; arranges for technical experts to conduct training; assists technical expert in conducting training; purchases safety training programs and services; evaluates effectiveness of safety training; attends or testifies at unemployment compensation hearings; participates in preparation of City case; inspects work sites; orders or recommends changes to processes or practices to correct hazards; investigates accidents; visits accident sites; interviews witnesses; observes and records data; recommends disciplinary actions; testifies at hearings and court cases; directs injury control program; conducts disability review hearings; directs oversight of medical treatment for injured employees; directs sick leave control program; develops or participates in the development of departmental policy and procedures.

• Conducts training programs in such areas as department operations, department policies and procedures, department personnel policies and procedures, employee orientation, supervision, City laws, contracts, etc. and other topics as required; assesses training needs of department employees; develops assessment methodology; develops or revises programs in response to needs assessment; researches topic; interviews technical expert; purchases training programs or services; visits vendor; observes training; evaluates program or service; provides input in purchase decision; maintains records of employee training history; schedules training for employees; approves or disapproves requests.

RECRUITMENT

• Maintains contacts with professional associations, colleges, universities and technical schools; develops advertisements; determines advertising strategy; places advertisement; contacts candidates for employment by written correspondence and telephone; administers intern program.

• Directs maintenance of computer and manual employee information systems for department.
• Directs employee assistance programs.
• Prepares and revises employee orientation manuals, employee newsletters and other informational material.
• Disseminates information on benefits and other issues to employees.
• Performs related work as required.

Depending on department organization, directly supervises, or supervises through subordinate supervisors, employees allocated to all or some of the following classes:

Personnel Assistant II Administrative Officer Administrative Services Supervisor Administrative Technician

Clerical Supervisor Departmental Payroll Supervisor Various Clerical Classes Consultants and contracted employees

Directly, or through subordinate supervisors, assigns and reviews work, evaluates performance, trains and develops employees; makes or reviews decisions to hire, promote, discipline or terminate Personnel Office employees.

INTERDEPARTMENTAL RESPONSIBILITIES AND CONTACTS

• Contacts officials of central agencies to secure services; discusses issues with other Personnel Officers; participates in investigations conducted by other City agencies; works with consultants on assignments; discusses issues with representatives of state and federal government, including regulatory agencies.
• May participate, as a member of a project team, group, or task force, in conducting studies of issues that have an impact on other City departments.

• Reports directly to an administrative or technical supervisor; may meet and discuss organizational structure, organizational planning, and personnel policies and procedures with senior management of the department; participates in the development and implementation of personnel related department policy and procedures.

KNOWLEDGE OF:

• Civil Service Regulations applicable to the various personnel functions.
• labor contracts applicable to department employees.
• state labor laws applicable to department employees.
• laws, regulations, procedures, policies and precedents governing various hearings, disciplinary actions, grievance arbitration and interest arbitration.
• federal laws affecting employment, including FMLA, ADA.
• labor relations.
• classification and compensation.
• organizational analysis.
• city payroll process.
• city processes and regulations required to fill positions, administer examinations, and complete a variety of personnel transactions.
• city, state and federal laws and regulations governing equal employment opportunity, discrimination and sexual harassment.
• occupational safety.
• accident investigation methods and techniques.
• risk management principles and programs, such as injury control, sick leave control, disability control.
• training principles and techniques.
• recruitment practices and resources.

• supervise a staff of personnel specialists and assistants, administrative support staff, clerical staff, and consultants.
• negotiate agreements.
• conduct a variety of investigations.
• conduct a variety of hearings.
• interview.
• use a personal computer and the appropriate software packages.
• communicate effectively, both orally and in writing.
• develop and revise polices and procedures.
• work effectively as a part of a team on a project basis.
• successfully complete assignments in accordance with schedules.
• develop and maintain effective working relationships with department managers and employees, subordinates, central agency officials, and union representatives.

EDUCATION:

• Completion of a bachelor's degree program at an accredited college or university.

• Two years of public personnel experience.

• One year of public personnel experience which shall have been at the full performance level with responsibility for providing technical personnel services either as a specialist in one of the major personnel functions or as a generalist in several of these functions.

Any equivalent combination of education and experience that has included the education and specific experience described above and that has been determined to be acceptable by the Personnel Department.

PHYSICAL AND MEDICAL REQUIREMENTS

• Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.

PAY RANGE: EP21
Class Established: 1/1953
Spec. Revision: 1/1978

Latest Spec. Revision:
  CSC - 10/1997 ; Ad Board - 12/1997

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