PAY RANGE: CP10-19-A
classification encompasses career progression human resources positions from
the entry level to the full performance level. Positions work in the human
resources, and labor relations central agencies and in the operating
departments. Positions in the central agencies specialize in various human
resources disciplines, such as benefits, classification, compensation, EEO,
hiring, labor relations, performance management, recruitment, and training.
Positions assigned to operating departments function as human resources
generalists. Employees assigned to the central agencies may rotate between assignments.
Employees report to a higher level human resources professional.
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)
ASSIGNMENTS – CENTRAL HUMAN RESOURCES AGENCY
Classification and Compensation
- Provides classification and
compensation services to assigned departments;
- Conducts classification surveys
for major occupations;
- Reviews and recommends
allocation of positions to classes;
- Prepares classification
- Revises existing class
specifications and develops new class specifications;
- Presents information to pay
- Develops and administers salary
surveys, prepares reports and makes presentations on survey results;
- Conducts job analyses.
- Develops and fulfills targeted recruitment plans;
- Identifies sources of prospective candidates.
- Provides services to
departments and employees for several benefit programs such as health
plans, life insurance programs, unemployment compensation, and/or
secondary placement of disabled employees;
- Develops / revises employee
benefit communication materials;
- Reviews billing material for processing
of payments for assigned benefit areas;
- Serves as liaison with benefits
consultants and insurance carriers.
- Receives complaints
of job discrimination prohibited by law;
complainants in regard to civil service and merit system processes and
procedures and departmental actions;
investigations to ascertain case facts;
- Prepares, or
assists in the preparation of federally mandated statistical reports on
the city workforce;
recruitment and promotional goals and participates in recruitment efforts;
- Assists in the
review and monitoring of departmental affirmative action plans for
conformance with prescribed standards.
- Provides selection
services to assigned departments;
- Develops and
administers a variety of tests;
- Administers large
scale examinations and develops procedures and practices for their
statistical analysis of test results;
applications for employment and determines eligibility to compete in civil
- May supervise or
provide technical guidance to the test scoring function.
- Assesses training
needs throughout city government and recommends appropriate policies,
programs and priorities;
- Provides policy
direction and procedures for training officers of the various City
- Provides classroom
May supervise or provide technical
guidance to certification or transactions processing functions.
ASSIGNMENT – CENTRAL LABOR RELATIONS AGENCY
- Provides staff assistance to
the City's negotiating team during contract negotiations and interest
- Represents the City in the
hearing, negotiation and settlement of grievances, including arbitration;
- Provides interpretation of
labor contracts, laws, and regulations and advice and guidance concerning
labor/management issues to department officials.
ASSIGNMENT – OPERATING DEPARTMENT
- Evaluates requests received
from department employees for changes in classification or pay;
- Prepares justifications for
proposed changes and communicates information to designated liaison in
- Prepares or participates in
preparation of department’s annual workforce plan;
- Meets with managers to
determine operational needs;
- Analyzes recruitment needs
based on operational considerations;
- Requests names of eligible
candidates from appropriate eligible lists from the Central Human
- Contacts, schedules and
interviews candidates for employment;
- May recommend candidates for
positions or the removal of candidates from certification or eligible
- Reviews injury reports for
- Determines nature of accidents;
- Interacts with third party
administrators and centralized agencies;
- Administers workers’
compensation departmental program;
- Confers with union
- Advises department
administrators and supervisors on labor practices;
- Interprets the effect of bargaining
agreements on operational policies and procedures;
- Informs department officials
and employees of pertinent departmental and city-wide policies;
- Attends hearings; testifies and
- Oversees payroll activities, if
required by work assignment
- Develops and administers
training and organization development initiatives.
- Develops and administers
occupational safety programs
- Reads, interprets and applies
Civil Service Regulations, Home Rule Charter, collective bargaining agreements,
interest arbitration awards and federal, state and local legislation and
regulations related to the work;
- Prepares a variety of reports;
- Makes presentations to a
variety of groups;
- Conducts research;
- Performs related work as
REQUIRED KNOWLEDGE, SILLS AND ABILITIES (ALL
- Current developments in human
- Public personnel administration
- Relevant labor laws
- Relevant federal legislation,
including ADA, ADEA, FMLA, FLSA, Title Seven of the Civil Rights Act,
- Use of personal computers and
relevant software packages and applications comparable to WORD, EXCEL,
ACCESS and PowerPoint
- Basic statistics
- Job analysis.
- English grammar, spelling and
- Report writing methods and
Use of personal computers
Narrative report writing
- Develop new
products, processes, services.
effectively with peers, superiors, department managers and employees and
- Explain or justify decisions,
conclusions, findings, or recommendations.
- Persuade others to take a
particular course of action or to accept findings, recommendations,
changes, or alternative viewpoints.
- Interpret and apply laws,
regulations, policies, standards, or procedures to specific issues.
- Explain non-technical and
technical or other complex information orally or in writing.
- Read and understand technical
or other complex materials required for the job.
- Implement human resources
- Resolve complaints, problems
and grievances between individuals, departments and supervisors
- Establish and maintain
effective working relationships with managers, peers, employees, union
officials, and job seekers.
- Gather and analyze information
- Communicate effectively, both
orally and in writing
PROMOTIONAL CANDIDATES –
OPEN COMPETITIVE CANDIDATES –
ABILITY TO LEARN:
- Civil Service Regulations
- Home Rule Charter
- Collective bargaining agreements
- Structure and functions of City
- City policies, practices and procedures related to human
POSITION SPECIFIC REQUIRED KNOWLEDGE
the assignment, positions above the entry level will be required to possess
- Benefits administration
- Internal Revenue Service rulings,
Federal and State laws related to benefits administration
- Position classification
- Hay evaluation system
- Compensation administration
- The current literature, federal
regulations and court rulings related to affirmative action and equal
employment opportunity in public agencies.
- Training practices and techniques
- Collective bargaining
- Negotiation principles and practices
- Applied psychology as related to
- Automated test development systems,
such as SIGMA
- Test development and administration
- Test Scoring
- Transactions processing
APPOINTMENT PROCEDURES AND RATES
A Management Trainee eligible list may be established and
appointments will be made from that list to fill
entry level Human Resources Professional positions.
Eligible lists for Human Resources
Professional may be established to fill positions above the entry level.
Examinations announced to fill
positions above the entry level will specify the assignment-related experience
required and preferred. Separate eligible lists will be established for each
Appointment rates for newly hired
employees will be based on the qualifications and will be determined in
accordance with Civil Service Regulations and Office of Human Resources
policies and procedures.
Initial Appointment Rate - CP step
Entry Level For:
Master’s degree or Certification + 2 years experience
Bachelor’s +3 years experience
Master’s degree or Certification + 1 year experience or
Bachelor’s +2 years experience
Master’s degree or Certification or
Bachelor’s +1 year experience
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 5/14.)
Bachelor’s Degree with major course work in Human
Resources, Personnel, Labor Relations, Industrial Relations, Industrial
Psychology, Public Administration, or a related area.
Positions to Be Filled Above the Intermediate Performance
Two years experience in human resources related to the
Experience in one of the classes listed below in the Office of Human Resources that
occurs prior to completion of a bachelor’s degree program will be accepted as
qualifying experience to fill positions above the entry level.
Supervisor/Assistant – Confidential
Hiring Services Support Supervisor
Administrative Trainee 1 or 2
Or any equivalent combination of education and experience
that has included a bachelor’s degree.
Experience conducting internal evaluation using a method
comparable to the Hay Guide Chart Evaluation and market pricing.
analyzing and administering health care benefits programs.
developing and administering employment selection instruments.
Degree in one of the areas described above.
Certifications (Depending on Position):
SPHR, PHR CCP, CBP, CEBS
Accelerated Earned Pay
Employees permanently allocated to this career progression
class may receive an accelerated earned pay increase of two pay steps in the
career progression pay range when the employee secures the preferred
professional certification or graduate degree related to the work of the class
and defined above. An employee is eligible for only one earned pay increase
during any twelve month period.
PHYSICAL AND MEDICAL
to physically perform the duties and to work in the environmental conditions required
of a position in this class.
Positions in this career
progression class were formerly allocated to the following standard classes:
Personnel Analyst 1
Personnel Analyst 2
Hiring Services Associate 1
Hiring Services Associate 2
Human Resources Associate 1
Human Resources Associate 2
Equal Employment Opportunity
Spec. Revision and Consolidation with 2H01, 2H02, 2H18,
2H19, 2H55, 2H57, 2H60:
CSC – 10/08; Ad. Board – 11/08
Latest Spec. Revision: CSC
– 5/14; Ad. Board – 5/14