supv hr spec

Summary

Opened Area(s) of Consideration: 1

DEFINITION OF AREA(S)

OF CONSIDERATION:

Area 1 - All current on-board AKNG T5 Competitive or Excepted Service Employees.



PDCN:
T5413000

Selecting Supervisor: Shannon Hall

Duties

The incumbent provides management advisory services to all levels of management of situations regarding Human Resources services.

Oversees the development and administration of state rules and procedures adapted from policies prescribed by the National Guard Bureau and the U.S.

Office of Personnel Management.

Responsible for the human resources management of employees dispersed through out the state, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems, as well as military and state pay schedules.

In the absence of the HR Officer, the incumbent of this position may have the overall responsibility for the human resources management major duties and responsibilities.

In addition to supervision, performs work in one segment of a specialized function, such as classification, labor relations, employee relations, employee benefits, human resource development, equal employment opportunity, information systems, or HR support for military personnel as follows:

• Recruitment and Placement: Establishes state manpower policies and directs their implementation within NGB policies and authorization.

Establishes and ensures implementation of procedures for the administration of the merit placement and promotion plan and other employment tools to include key staff policy and procedures for recruitment, placement, evaluation, and pay determinations. Implements and administers special emphasis staffing programs.

• Labor Relations: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor management relations program, employee benefits and entitlements and contributions to the accomplishment of special programs.

Directs the initiation and administration of disciplinary and non-disciplinary adverse actions.

• Compensation: Oversees the establishment of state policies for use of compensation tools (e.

g., highest previous rate, EDP/HD), and recruitment and retention tools. Supervises the administration of pay setting and compensation regulations and tools.

• Reviews requests for recognition from labor organizations and recommends appropriate courses of action.

Coordinates with labor organizations and their representatives when necessary. Directs the administration of the incentive awards, troubled employee and other employee relations.

• Classification: Directs the administration of a position classification and position management program with authority delegated to classify local exception supervisory and non supervisory positions.

Ensures timely implementation of new wage scales or salary schedules and cooperates or participates in wage survey.

• Human Resource Development: Establishes and administers a system for determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments.

Ensures preparation of budgetary recommendation for training needs, allocation of quotas, and scheduling of personnel for training.

• Equal Employment Opportunity: Develops and administers the equal employment opportunity programs.

Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office.

• Employee Relations: Performs administrative, technical or evaluative work concerned with establishing and maintaining employer employee relationships that contribute to satisfactory productivity, motivation, morale, and discipline.
• Information Systems: Plans, operates and administers the operation of the Defense Civilian Personnel Data System.

Requires knowledge of a variety human resources management functions in coordinating actions for this program.

• Employee Benefits: Work that involves providing guidance and consultation to employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation.
• Military: Work that involves administering, delivering, maintaining, advising on, and adapting basic concepts, principles, and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel.

Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management.

Selects or recommends selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives.

Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases.

Performs other duties as assigned.

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