A. Labor/Employee Management Partnership: Has formed and/or actively participated in labor management committees and partnership.
- Has been the principal person responsible for representing management’s position and interests on labor/management committees and partnerships that have wide ranging impact on the organization.
- Has developed the strategic plan with stakeholders, including determining the scope and boundaries of the initiative/partnership, and analyzing trends and factors likely to impact participating groups and organizations.
- Has guided implementation of the results with departments and stakeholders, including establishment of principles.
- Processes guidelines and conflict resolution evaluations.
B. Labor Contact Negotiations/Administration: Has served as a primary negotiator and/or has been responsible for applying and interpreting the provisions of a labor contact.
- In contract negotiations, has had a major role in negotiating more than one contract with a variety of employee groups or bargaining units.
- The negotiations include both economic and non-economic issues.
- Writing or development of contract/agreement language is a significant part of the contract negotiation process.
- In contract administration, has had a major ongoing role in interpreting more than one contract, including dealing with several articles of the contract and questions from both the union (employee group) and departmental supervisors/managers. Ongoing problem-solving labor/management meetings would be considered under contract administration. Training supervisors/management on (new or changed) contract/agreement language and effective employee/labor relations practices is required.
C. Dispute resolution: Has investigated, prepared recommendations, and participated as an advocate or hearing officer (or other third party neutral role) in any of the following processes: grievances, arbitration, mediation, fact-finding, discipline appeals, and EEO complaints.
Has resolved multiple disputes through mediation or arbitration. Information gathering or investigation is the key first step followed by the development of conclusions and/or recommendations. This experience may be gained as the "neutral party role" of a hearing officer, mediator, or arbitrator. Also, this experience may be gained as an advocate for either labor or management. This experience need not be limited to a formalized "union" setting. The master will be the key presenter in multiple incidents, the final arbiter, or the primary mediator.
Has had managerial and technical oversight responsibility for an organization's recruitment program including advising executive management regarding strategic succession planning including promotional and career ladders for employees.
- Is nationally recognized for practical or technical contributions related to the field of personnel assessment.
- Has conducted numerous related college level courses or formal professional workshops or seminars and/or published significant related research findings and has developed or directed the development and validation of cutting edge personnel assessment instruments for a wide variety of classifications.
Has had managerial and technical oversight responsibility for an organization's selection programs including advising executive management regarding strategic recruitment, succession planning, and promotional and career ladders for employees.
Has demonstrated proficiency in the application of organization and employee development strategies supporting the organization's ability to accomplish current and future goals.
Has worked with senior management and organizational leadership to define organizational vision, mission, and values and to design an organization-wide developmental program to assess quality of work life through empirical research, improve organizational performance, and accomplish current and long-term organizational goals. Developmental programs would have included a mix of interventions dealing with the ability of individuals to work well within groups, group processes that improve cooperation and productivity, cultural capacity for continuous improvement, ethics and values supporting effective behaviors, management philosophies and systems, and/or the dynamics of structural design, group behavior, and operations.
Working with senior management and the organization's defined strategic direction, has designed an organization-wide employee training and development program and managed the implementation of the program using internal staff and external providers to accomplish overall organizational goals. The program would have included methods for increasing knowledge and skill levels, increasing productivity and efficiency, and providing career enhancement.
Has demonstrated skills in the performance of tasks related to the design, management, and administration of employee benefit/risk management programs.
- Has administered a wide variety of benefit/risk management programs including health and welfare, life insurance, retirement plans (i.e., 457), cafeteria plans, short and long-term disability plans.
- Has directed and participated in plan design, selection and negotiation with service providers on rates and plan design.
- Has given presentations.
- Has served on labor management benefit committees.
- Has prepared the benefits/risk management budget.
- Has evaluated the cost effectiveness of various benefit plans and options.
- Has developed and implemented policies and procedures to comply with applicable laws and regulations.
- Has evaluated the effectiveness of current benefit/risk management program and forecasted future organizational and employee needs and requirements.
Has demonstrated proficiency in applying the principles of research design, data analysis, and/or workforce planning in supporting the organization’s ability to achieve current and future human resource management goals.
Has led or conducted a wide variety of empirical research studies on topics directly related to human resource management programs (e.g., employee selection, classification and compensation, employee benefits/risk management). Has served as the organization’s primary technical expert and has advised management on issues related to how research design, data collection/survey design, and statistical analysis benefit human resource management practices. Has published research findings and /or presented research results as a recognized expert at national/regional conferences or other training/development events.
Has led or conducted analysis of workforce demographics including indicators such as size, distribution of workforce by grade, job title, geographic location, position type, pay plan, gender, race, national origin, age, retirement eligibility, etc. Has developed and utilized forecasting models, conducted gap analysis, and applied data analysis techniques within the workforce planning domain to establish a plan to address the organization’s future staffing needs. Has led or conducted research and analysis on factors such as attrition, transfer, redeployment, recruitment, and hiring in order to monitor the appropriateness of the workforce planning model. Is nationally recognized for contributions related to workforce planning and the development of workforce planning models and techniques.
Has demonstrated the ability to apply technology systems to support and facilitate the administration of effective human resource standards and procedures.
In consultation with the Human Resource Executive and/or Human Resource process owners has successfully recommended and implemented or directed the implementation of Human Resources Management Systems projects to streamline and increase the effectiveness of the delivery of Human Resources programs on an agency wide basis. Responsibilities have included conducting needs assessment, analysis of business practices, definition of system requirements, and participation in the vendor selection process, business process definition and re-engineering, project management, implementation and change management functions.
Has demonstrated proficiency in applying the principles of recruitment and applicant sourcing in supporting the organization in meeting its staff and human capital needs.
Has had primary lead or managerial responsibility for conducting an organization’s recruitment activities. May have had responsibility for direct supervision of other professional staff involved in recruitment activities. Responsibilities within this function include determining organization staffing requirements; developing or assisting in the development of education, experience or competencies required for a position or group of positions; identifying potential pools of applicants for such positions within the available labor market; developing and delivering a wide variety of recruitment tools, including internet and media recruiting, use of professional networks, developing and/or attending professional, industrial, or school job fairs or career seminars; conducting initial screening of qualified job applicants; and administering valid non-discriminatory selection tools (to include selection tools developed by other in-house professionals or contracted with other sources). Has developed or has worked with executive management in developing strategic human resources goals related to staffing (i.e., workforce trends, staffing for current and future program needs, and strategies for career development of current staff.)
Has adapted recruitment activities/programs to be effective within changing economic, social, and legal environments. Has delivered written and oral presentations on recruitment activities and the recruitment environment both within and outside the organization.
Has demonstrated proficiency and skill in the development and implementation of strategies and programs to support the organization’s strategic staffing plan and vision for diversity and cultural awareness in the workplace and to ensure compliance with Federal, State and Local mandates.
In consultation with the Chief Executive and/or the governing body has developed, implemented and administered agency wide programs, policies and procedures in the areas of Diversity and EEO. Has directed the conduct of workforce analyses including the interpretation and application of labor force statistics, formulated and recommended programs and strategies to eliminate employment barriers, increase cultural awareness, promote diversity in the workplace, maintain a harmonious working environment and ensure compliance with applicable Federal, State and Local mandates. Has managed the conduct of investigations into complaints of unlawful workplace discrimination including presentation of recommendations and providing testimony in legal proceedings.
Has demonstrated proficiency in applying compensation principles to the design and maintenance of compensation plan that support the organization’s financial, staffing and strategic plan for Human Resources.
In consultation with the chief executive and/or governing body, has successfully developed and implemented an agency-wide compensation strategy that supports the organization’s strategic objectives, reflects fiscal and labor market factors, attracts and retains capable employees and encourage outstanding performance.
Has demonstrated proficiency in applying the principles of classification that support the organization’s philosophy, strategy, finances, and staffing plans.
In consultation with the chief executive and/or the governing body or responsible official(s), has successfully conducted studies of occupational groups, designed new classification series and performed classification research in a jurisdiction or major organizational unit that included analysis of executive, managerial, professional and journey positions and the development of a classification plan that supports the organization’s strategic objectives and organizational plan. The studies should include the development of new classes, development of criteria, and the allocation of positions within the classes.