2H03
HUMAN RESOURCES TECHNICAL SUPERVISOR

This is technical public personnel work at the first supervisory level in the central personnel or labor relations agency with responsibility for supervising and participating in either provision of hiring services such as classification and examinations for City civil service positions, the provision of administrative personnel services, managing equal employment opportunity programs, developing and implementing strategies and initiatives to achieve departmental and city-wide labor management goals, or the operation of a city-wide training center. An employee in this class assigns, prioritizes and reviews the work of a staff of subordinate analysts. An employee in the Administrative Services specialty functions as an assistant to the Personnel Director. Employees train, guide and develop subordinates in the performance of work in order to ensure technical competence and adherence to established personnel policies, procedures, practices and standards. Work includes eliciting the personnel or labor relations needs of various City departments and agencies in the area of specialization and making the appropriate recommendations relating to identified needs. Contact with departmental and union officials and the public is a significant aspect of the work. Work is performed under the general direction of a technical superior.

• The position must perform the work in the City's central personnel or labor relations agency.
• The position must supervise a staff of subordinate Personnel Analysts.

Supervises the work of a staff of subordinates; assigns and prioritizes subordinates' work in order to provide the most efficient and timely service to City departments and agencies; reviews subordinates' work to ensure technical competence and adherence to personnel policies, procedures, practices and standards; maintains the quantity and quality of work output; recommends to a superior changes in procedures, practices and standards to improve staff performance and service to City departments and agencies; receives and answers calls from the general public requesting information concerning personnel policies, procedures, practices and standards; participates in work of the area of specialization; performs occasional assignments in other Personnel functions.

Performs related work as required.

HIRING SERVICES SPECIALTY

Serves as principal assistant to a hiring team leader; supervises staff of analysts and support staff engaged in a variety of classification, examination and recruitment assignments.

Supervises subordinate analysts conducting occupational and departmental classification surveys and studies of individual positions by reviewing classification questionnaires, conducting field audits, preparing reports, and revising and creating class specifications; reviews subordinates' reports and new and revised class specifications; evaluates subordinate writing skill level, content and format of reports and specifications, soundness of classification recommendations, skill in data collection and accuracy of data collected using judgment and perception; approves or rejects subordinate classification and compensation recommendations; guides subordinates in preparing pay presentations for new or revised classes; ensures that enough information is provided for pay presentations so that subordinates present an accurate representation of the duties and responsibilities of the class; trains subordinate staff in developing adequate classification and compensation skills.

Supervises subordinate analysts preparing written, performance, oral, training and experience and other examinations; monitors the progress and quality of examination development; performs finalized approval of developed examinations ensuring completeness and correctness and adherence to City and professional examination policies, practices and standards; instructs subordinates to prepare and post public announcement of examinations; determines the opening and closing dates for examination application; specifies analysis of test results; decides the minimum passing point for examinations; supervises the administration of examinations for large test holdings; reviews disapproved application appeals to make final determinations on allowing appellants admittance to tests; receives appeals from candidates contesting test items; evaluates and determines the validity and appropriateness of such appeals; instructs subordinates to perform statistical analysis of test items; notifies scoring personnel of upheld appeals for subsequent re-scoring of examinations; appears before the Civil Service Commission to testify on the validity and integrity of tests.

Supervises and participates in preparing recruitment materials; coordinates recruitment efforts with the needs of the city; directs employees engaged in the certification of candidates eligible for employment.

ADMINISTRATIVE SERVICES SPECIALTY

Serves as assistant to the Personnel Director; performs other central staff agency personnel functions of a non-recurring nature requiring the application of technical knowledge to problems.

May supervise a staff of analytical and clerical staff providing administrative and technical support to the director and the department.

EQUAL EMPLOYMENT OPPORTUNITY SPECIALTY

Serves as assistant to the Equal Employment Opportunity Officer; plans; conducts and arranges for training on a citywide basis.

Receives complaints of job discrimination based upon race, sex, age, religion, or ethnic status; counsels complainants; investigates discrimination complaints; prepares narrative reports, analyzing facts, and recommending either denials of appeals or remedial actions to be taken; communicates findings to departmental representatives and complainants; supplies information to the City's legal representatives in processing appeals; may give depositions for the Office of the Personnel Director for hearings and investigations conducted by external agencies.

Analyzes demographic data on the City's work force; determines relevant labor market composition and identifies occupational categories in need of affirmative action; recommends recruitment and promotional goals; prepares reports to state and federal agencies on statistical representation of protected groups in the City work force and affirmative action plans and progress; discusses employment practices with compliance agency representatives; participates in recruitment of protected group employees.

LABOR RELATIONS SPECIALTY

Acts as main contact between the City and one or more municipal labor unions; reviews labor relations problems and disputes as requested by departments, city officials and labor unions; investigates and conducts grievance hearings; assists city attorneys in preparing cases, attends and testifies at arbitration hearings; works with departmental officials and union representatives to resolve disputes and reach settlements.

Consults with departmental managers or city officials with respect to contract interpretation, implementing labor relations policies, procedures, strategies and goals in conjunction with the collective bargaining agreement, and courses of action concerning disciplinary cases; provides mediation services between union and departments to resolve disputes; attends various labor/management committee meetings; performs special projects pertaining to the development of new policies and procedures impacting on labor / management issues.

Researches and prepares background information and studies on issues and demands for union-management contract negotiations; prepares presentations concerning wage and benefit practices and trends; attends and participates in negotiations with employee organizations; prepares regulations necessary to implement contract agreements; disseminates information to departmental and city officials regarding changes in personnel practices and procedures as a result of negotiation or arbitration.

Develops and administers training programs to departmental managers and staff concerning labor relations practices and legal and contractual requirements; updates training modules as needed and develops new ones to address specific departmental issues.

TRAINING SPECIALTY

Plans, organizes and coordinates the work of a small staff of training and clerical employees in developing and administering training and development programs for a variety of organizations and employees; coordinates the training program offerings of other central agency specialties; establishes and maintains administrative and record-keeping systems pertaining to scheduling, use of facilities, and training leave requests; develops program staffing requirements, budgets and time schedules.

KNOWLEDGE OF:
ALL SPECIALTIES
• the principles, practices and techniques of public personnel and merit system administration
• the principles of administrative organization and management
• the current developments in the public personnel field and in the area of specialization
• a wide variety of occupations
• the provisions of the City's Civil Service Regulations, employment law, labor laws and union contracts especially in the area of specialization
• standard computer software packages used for word processing, spreadsheets, presentations, and database management



HIRING SERVICES SPECIALTY

• the organizational structure and functions of City departments
• job analysis principles and techniques used in classification and examinations.
• the components and factors of the Hay plan and the methods and techniques in measuring compensation utilizing the Hay plan
• the content, format and uses of class specifications and audit reports
• valid test development as it relates to the selection of qualified candidates for City civil service positions
• statistical methods and techniques used in analyzing test results
• test administration practices and procedures
• recruitment


LABOR RELATIONS SPECIALTY

• the principles, practices and current developments pertaining to collective bargaining, labor arbitration grievance, and disciplinary processes, and labor laws
• the principles, practices and techniques used in preparation for and participation in grievance arbitration
• the principles, practices and techniques of administration required to evaluate, revise and develop labor relations policies and procedures
• the principles and practices of developing and conducting training programs for labor relations topics


EQUAL EMPLOYMENT OPPORTUNITY SPECIALTY

• current federal, state, and local laws and regulations, and court rulings related to affirmative action and equal employment opportunity in public agencies
• the theory, methods, and procedures involved in planning, evaluating, implementing and revising affirmative action plans


TRAINING SPECIALTY

• current trends, developments and theories in personnel development and training
• principles of adult education and in-service training principles, practices and techniques
• group dynamics

SKILL IN:
• interacting with departmental and union officials and the public in issues pertaining to the specialty area
• effectively expressing ideas orally and in writing
• presenting adult education course material to a diverse group of supervisors and managers for the Training specialty.

ABILITY TO:

ALL SPECIALTIES
• plan, assign, review and supervise the work of a small number of subordinate analysts, trainees and clerical employees
• train and develop subordinates to become technically competent in the area of specialization
• establish and maintain effective working relationships with associates, employees, and the general public



LABOR RELATIONS SPECIALTY

• negotiate agreements between management and unions
• job analysis principles and techniques used in classification and examinations.
• interpret labor contracts, labor laws, civil service regulations and work practices
• elicit information from employees, and departmental and union representatives concerning disputes and grievances and develop settlements satisfactory to the parties concerned
• analyze contract provisions, work conditions, salary structures and practices and other factors relevant to preparation for collective bargaining

EDUCATION

Completion of a bachelor's degree from an accredited college or university.

AND
GENERAL EXPERIENCE: ALL SPECIALTIES

Two years of experience in technical public personnel work.

AND
SPECIFIC EXPERIENCE:


HUMAN SERVICES SPECIALTY

Two years of classification or examination experience at the full performance level.

ADMINISTRATIVE SERVICES SPECIALTY

Two years of experience in providing administrative personnel support services at the full performance level.

LABOR RELATIONS SPECIALTY

Two years of full performance level experience in a city-wide labor relations program.

EQUAL EMPLOYMENT OPPORTUNITY SPECIALTY

Two years of experience at the full performance level in the administration of affirmative action and equal employment opportunity programs.

TRAINING SPECIALTY

Two years of experience at the full performance level planning, implementing, and evaluating a major segment of a city-wide training and development program.

OR


Any equivalent combination of education or experience determined to be acceptable by the Personnel Department, which has included the education and specific experience above.

• Human resources, public personnel administration, or public administration may be substituted for one year of specific experience.



• Psychological testing, or a closely related discipline with advanced coursework in measurement statistics may be substituted for one year of specific experience in the hiring services specialty.

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

Possession of a valid proper class motor vehicle operator's license as issued by the Commonwealth of Pennsylvania prior to appointment and during tenure as a Personnel Analyst Supervisor if required by work assignment.