(Labor Relations)

(Training and Development)




This is supervisory and specialized technical analysis work in the city's central personnel or labor relations agency. The class is differentiated from related classes by citywide responsibility and designation as the chief technical specialist in the area of specialization for the department. The employees in this class serve as the departmental training specialist in the area of specialization with responsibility for developing and conducting a training program for a rotating group of personnel analysts, including analysts from other personnel disciplines, and for developing and conducting training programs for use in a citywide training curriculum. A significant aspect of the work is developing and maintaining a database on a personal computer for the area of specialization.  The employee in the labor relations specialty is responsible for processing grievances and arbitrations and serving as principle liaison with one or more municipal labor unions. Work involves regular contact with a variety of departmental and union officials. The employee in the training and development specialty is responsible for planning, implementing and evaluating a citywide program of training and development. The employees are supervised by a higher level administrative or technical superior.


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


·                     The employee in the labor relations specialty must be responsible for processing grievances and arbitrations and serving as principle liaison with one or more municipal labor unions.

·                     The employee in the training and development specialty must have responsibility for planning, implementing and evaluating a citywide program of training and development.

·                     Only one position will be allocated to each specialty.






Develops training programs for analysts in the principles, practices, techniques, instruments, theories, laws and regulations applicable to the area of specialization and other human resources functions; conducts needs analysis to identify training requirements; conducts training sessions for lower level analysts; exposes analysts to a variety of work experiences; accompanies analysts to initial assignments; prepares training manuals and procedures; reviews reports prepared by personnel analysts; arranges outside training for personnel analysts when required.

Develops training program explaining principles, practices, techniques, theories and procedures of the area of specialization for inclusion in a citywide training curriculum for departmental supervisors and managers; conducts training programs; prepares instructional manuals and procedures; confers with departmental managers to develop training programs addressing specific problems and concerns; conducts department specific training programs; revises training programs when appropriate.

May assign work to a rotating group of analysts; reviews reports and recommendations made by subordinates; participates in selection of analysts for a period of participation in program; determines if analysts are prepared to function independently and to accept areas of responsibility in the specialty area; confers with analysts' supervisor to evaluate performance.

Develops strategies and initiatives intended to accomplish objectives of the specialty area; confers with superiors to resolve problems; analyzes relevant factors, laws, contracts, regulations and procedures; prepares a variety of narrative and statistical reports; confers with managers of operating departments to explain program objectives, initiatives and procedures; assists operating department managers in implementing specialty area programs; develops proposals and models for new specialty area programs.

Develops database in area of specialization for a personal computer; maintains data; develops report formats; prepares reports using database; analyzes statistical data; trains other analysts and support staff in use of personal computer and data base; analyzes non-automated data to determine applicability for inclusion in automated systems; confers with department computer staff to develop additional computer programs and report formats.

Represents department at grievance and interest arbitration, court cases, depositions, and meetings with unions and advocacy groups.

Performs related work a required.




Directs evaluation of pay rates for Civil Service classes; participates in pay evaluations; analyzes pay evaluation instruments and systems; develops recommendations for improvement of evaluation systems; analyzes impact and effectiveness of evaluation system; directs maintenance of records, files and database documenting classification and compensation activities.

Directs and conducts salary surveys; prepares survey instruments; directs response to salary surveys submitted by other organizations; develops strategies and instruments for performance based incentive systems.

Supervises classification assignments for one or more hiring teams; directs and conducts classification surveys;  reviews and approves or revises  classification reports and  class specifications prepared by lower level analysts; prepares reports and documents findings; revises and develops class specifications; develops and revises formats for job descriptions and classification reports; discusses proposed changes with union representatives.

Determines Fair Labor Standards Act (FLSA) status for all City classes and positions; reviews and evaluates requests for change in FLSA status.

Supervises staff of  technical specialists engaged research into various human resources issues; presents reports to managers; directs and participates in surveys of the hiring and human resources practices  of other organizations; prepares analytical reports on the impact of legislation and regulations on the City; proposes revisions to policies and procedures; develops and revises regulations and procedures; prepares cost analysis; provides information to management for use in collective bargaining process.

Reviews and approves analysis of eligibility to compete in examinations; leads teams of hiring team analysts on job evaluation projects; directs examination projects as assigned.

Develops or directs targeted recruitment plans to meet the City's short and long-term hiring requirements and succession planning needs; identifies sources of prospective candidates; develops strategies to contact prospective candidates; prepares information for posting on City internet site; revises internet content and format to enhance recruitment initiatives; develops recruitment literature and promotional material; contacts representatives of colleges, universities, trades schools, professional associations and other organizations to identify prospective candidates and to alert those candidates about employment opportunities with the City; conducts analyses of the City workforce to identify and anticipate recruitment needs.




Acts as principal contact between the Mayor’s Office of Labor Relations and one or more municipal labor unions; provides staff assistance to the City's negotiating team in the preparation of background studies on issues and demands for union-management contract negotiations; researches and prepares presentations concerning wage and benefit practices and trends; attends and participates in negotiations with employee organizations; revises existing or prepares new civil service regulations necessary to implement contract agreements and interest arbitration awards; acts as management representative and contract with union officials on matters pertaining to the administration and interpretation of contract and arbitration awards; disseminates information to departmental and city officials regarding changes in practices and procedures as a result of negotiation or arbitration.

Advises departmental officials on courses of action concerning disciplinary cases and other matters which affect the wages, hours, and terms and conditions of employment as covered by contract; develops proposals for the application of city-wide standards and procedures in disciplinary matters; represents management in the hearing, negotiation and settlement of grievances including arbitration.




Plans and determines training and development program objectives and goals; assesses training needs throughout city government and recommends appropriate policies, programs and priorities; develops program staffing requirements, budgets and schedules; coordinates activities and functions with other personnel and departmental programs; provides policy direction and procedures for training officers of the various City departments; establishes and maintains record keeping systems pertaining to scheduling, billing and reporting of educational and training activities.

Evaluates training proposals submitted by vendors; evaluates training program curriculum, course material and instructional plan; observes demonstrations of training programs; selects training and development programs for inclusion in the city program; customizes training programs to meet specific needs; identifies external funding sources for training programs; negotiates fees; establishes criteria to determine course and program effectiveness; evaluates performance of outside training consultants.

Confers with City agency officials and training specialists on the development of training programs to resolve operational and managerial problems; reviews requests for training leave and specialized training provided by consultants to determine conformity to City procedures and regulations; approves or disapproves requests.

Plans, organizes, directs and coordinates the work of analysts and clerks engaged in developing and administering training and development programs for a variety of organizations and employees.






·                     the principles and practices of public personnel and merit system administration.

·                     the provisions of the City’s Civil Service regulations, employment law, labor laws, and union contracts pertinent to the area of specialization.

·                     the principles, practices and techniques of analysis required to evaluate, revise and develop policies and programs in the area of specialization.

·                     supervisory principles and practices.

·                     the principles and practices of developing and conducting training programs for topics relevant to the area of specialization.

·                     standard computer software packages used for word processing, spreadsheets, presentations, and database management.




·                     interacting with departmental and union officials and the public in issues pertaining to the specialty area

·                     effectively expressing ideas orally and in writing




·                     train and develop analysts to become competent in the area of specialization.

·                     analyze personnel or labor relations issues and problems and to exercise sound judgment within established rules and regulations in arriving at conclusions.

·                     plan, supervise and coordinate the activities of subordinates.

·                     present ideas effectively, both orally and in writing.

·                     establish effective working relationships with associates, employees, departmental representatives and union officials.

·                     develop and maintain computerized records and a data base for the area of specialization.






·                     Compensation theory and practices

·                     Hay Point Factor Guide Charts or other comparable internal evaluation methodologies

·                     Market pricing and salary survey practices, techniques and resources.

·                     Fair Labor Standards Act

·                     Federal and Pennsylvania legislation and regulations that affect the City compensation program

·                     Alternative rewards strategies applicable to government.

·                     Position classification

·                     Job analysis

·                     Research practices, including Internet research

·                     Statistics used in cost analysis for compensation programs.

·                     Recruitment



·                     Read, research and interpret complex legislation, regulations and procedures.

·                     Conduct research into human resources policies and practices, using the internet and other resources

·                     Write regulations and procedures

·                     Conduct statistical analysis

·                     Evaluate pay rates for a wide variety of occupations using an evaluation system.

·                     Develop and conduct salary surveys.

·                     Analyze the salary structure and compensation practices of departments and to develop improvements and innovations to structures and practices.






·                     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.




·                     negotiate agreements between management and unions.

·                     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.






·                     current trends, developments and theories in training and development.

·                     adult education and in-service training principles, practices, and techniques.




·                     assess training and development needs.

·                     plan, develop, conduct and evaluate training and development.

·                     evaluate training proposal quality and cost and select the best available program.

·                     negotiate agreements with training vendors.

·                     select and adapt available material and to prepare original material for training needs.

·                     speak effectively before groups.


MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following statement represents the minimum training and experience standards which will be used to admit or reject applicants for tests. Applications submitted by candidates for this class will be reviewed based on training and experience requirements as approved on 9/11.)




Compensation Specialty:


Master’s degree in business administration, public administration or a related field.




Bachelor's degree and Certification as a Certified Compensation Professional by World at Work.


All Other Specialties


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





Five years of personnel or labor relations analysis experience, one year of which shall have been at the supervisory or technical specialist level in the area of specialization.




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


Class Established:  Ad. Board - 8/89

Spec. Revision: CSC - 02/08: Ad. Board - 03/08

Spec. Revision: CSC - 8/11; Ad. Board - 9/11

Latest Spec. Revision: CSC – 8/16; Ad Board – 10/16