SKILLED SERVICE BARGAINING UNIT: Z NCP
NATURE OF WORK
A Human Resources (HR) Analyst III, DBM is the intermediate level of professional HR work in the Department of Budget and Management (DBM). Employees function as technical experts in the State Personnel Management System (SPMS) in one of the following areas: classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, medical services, HR management or Statewide Personnel System (SPS) support services. Professional HR work in DBM entails use of knowledge, discretion, analysis, consultation, innovative thinking and independent judgment while advocating and ensuring the appropriate and consistent Statewide interpretation of and compliance with HR laws, regulations and standards. Employees provide technical direction and guidance to HR staff in SPMS agencies. Employees do not supervise.
Employees receive moderate supervision from a HR Analyst Supervisor, DBM, a Division Director in the Office of Personnel Services and Benefits or other designated administrator. The work may require travel throughout the State of Maryland to perform on-site visits at State agencies. Employees are required to obtain and maintain certification in SPMS policies and procedures and in the functionality of the Statewide Personnel System (SPS) in order to demonstrate knowledge, understanding and skill in the administration of HR programs in the SPMS.
Position placement in this classification is determined by the Classification Job Evaluation Methodology. The use of this method involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of a classification specification.
The HR Analyst I, DBM, the HR Analyst II, DBM, the HR Analyst III, DBM and the HR Analyst IV, DBM are differentiated on the basis of the degree of supervisory control exercised by the supervisor over these employees. The HR Analyst I, DBM learns to perform duties under close supervision, the HR Analyst II, DBM performs duties under close supervision, the HR Analyst III, DBM performs duties under close supervision at times and under general supervision at other times depending on the complexity of the specific duty being performed, and the HR Analyst IV, DBM performs the full range of duties under general supervision.
EXAMPLES OF WORK
Serves as a technical expert in the SPMS in one of the following areas: classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, medical services, HR management or SPS support services;
Analyzes and evaluates issues, practices, requests or proposals from State agencies and determines final courses of action or alternative solutions that ensure appropriate and consistent interpretation of and compliance with HR laws, regulations and standards within the SPMS;
Analyzes and interprets State and federal HR laws and regulations, rules and procedures, and policies and practices and monitors use by State agencies in order to preserve the integrity of the SPMS;
Coordinates and conducts special, complex or sensitive studies, projects, investigations, and mediation or settlement conferences;
Identifies, develops and determines resolutions for employees, agency management or operating and systemic problems and issues in the SPMS;
Develops manuals and procedures for classification and salary administration, employee or labor relations, recruitment and examination, employee benefits, medical services, HR management or SPS support services in order to assist State agencies in HR management operations;
Develops, presents and evaluates Statewide training in classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, medical services, HR management or SPS support services for HR staff of State agencies;
Provides technical assistance and consultation to HR officers and program managers in State agencies by anticipating implications of actions and alternative solutions, surveying alternatives and determining most efficacious course of action to address the issue or problem;
Develops and recommends new or revised HR policies, procedures and standards in classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, medical services, HR management or SPS support services in order to improve the efficiency and effectiveness of the SPMS;
Drafts correspondence for signature of the Governor, Secretary of the Department of Budget and Management, Executive Director of Personnel Services and Benefits, and Division Director;
Conducts special studies as required by the Governor’s Office, legislative auditors, the Secretary of the Department of Budget and Management and the Executive Director of Personnel Services and Benefits;
May interview witnesses, prepare evidence for presentation and represent the Department in disciplinary and grievance appeals at the Office of Administrative Hearings and other related conferences and hearings;
May conduct operational audits of agency HR practices and records to ensure compliance with HR laws, regulations and standards within the SPMS;
May testify in administrative hearings or court proceedings in order to provide expertise in the designated field of HR management;
Performs other related duties.
KNOWLEDGE, SKILLS AND ABILITIES
Knowledge of the provisions of the State Personnel and Pensions Article, the Fair Labor Standards Act, the Family Medical Leave Act, the Americans with Disabilities Act, the Code of Maryland Regulations-Title 17, equal employment opportunity laws and related State HR policies, rules and guidelines;
Knowledge of the theories, principles and practices associated with public HR/personnel administration;
Knowledge of analytical procedures and techniques used in researching, organizing, investigating and conducting studies of HR actions, operations and practices;
Knowledge of the theories, principles, standards, methods, techniques and practices applicable to one or more of the following areas: classification and salary administration, employee and labor relations, recruitment and examination, test development and validation, employee benefits, medical services, HR management or SPS support services;
Ability to interpret, apply and explain HR laws, regulations, rules, policies, procedures and guidelines;
Ability to resolve complex HR problems by applying various methodologies, considering past practices and precedents, identifying new approaches, consulting with other technical experts and deciding between many possible alternative solutions;
Ability to develop and organize comprehensive analytical reports;
Ability to obtain certification and recertification in SPMS policies and procedures and in SPS functionality;
Ability to develop Statewide guidelines and standards and draft related policies, procedures, rules and regulations for Statewide HR programs, policies or operations;
Ability to defend actions in administrative proceedings such as grievance and disciplinary conferences, hearings and in court proceedings;
Ability to use various computer software applications such as word processing, spreadsheet and database applications;
Ability to maintain effective working relationships with agency HR staff, program managers, executives, public officials and the general public;
Ability to maintain confidentiality;
Ability to effectively communicate ideas, results of findings, procedures, policies, conclusions and recommendations;
Education: A Bachelor’s degree from an accredited college or university.
Experience: Two years of professional HR experience in the areas of either job analysis, job evaluation, salary administration, employee relations, labor relations, test development and validation, recruitment and examination, employee benefits, HR management or HR system support services.
1. Additional professional HR experience may be substituted on a year for year basis for up to four years of the required education.
2. Thirty graduate semester credits from an accredited a college or university in the field of HR/personnel administration, business administration, public administration, statistics, tests and measurements, industrial organization, psychology or other related field may be substituted on a year-for-year basis for up to two years of the required experience.
3. For employee or labor relations positions, a Juris Doctor degree from an accredited school of law may be substituted for the required experience.
4. Candidates may substitute U.S. Armed Forces military service
experience as a commissioned officer in Human Resources classifications or Human
Resources specialty codes in the Personnel field of work on a year-for-year
basis for the required experience and education.
LICENSES, REGISTRATIONS AND CERTIFICATIONS
1. Employees in this classification are required to obtain certification in State Personnel Management System policies and procedures and in the functionality of the Statewide Personnel System from the Office of Personnel Services and Benefits, Department of Budget and Management within six months from the time of appointment to the position. Employees are also required to obtain recertification every six months thereafter.
2. Employees in this classification may be assigned duties which require the operation of a motor vehicle. Employees assigned such duties will be required to possess a motor vehicle operator’s license valid in the State of Maryland.
Class specifications are broad descriptions covering groups of positions used by various State departments and agencies. Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.
This is a skilled service classification in the State Personnel Management System. All positions in this classification are skilled service positions. Some positions in skilled service classifications may be designated special appointment in accordance with the State Personnel and Pensions Article, Section 6-405.
This classification is not assigned to a bargaining unit as indicated by the designation of S (supervisor), M (manager), T (agency head), U (Board or Commission member), W (student), X (excluded by executive order), or Z (confidential). As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded from collective bargaining. Additionally, certain executive branch agencies are exempt from collective bargaining and therefore, all positions in those agencies are excluded from collective bargaining.
This classification is one level in a Non-Competitive Promotion (NCP) series. NCP promotions are promotions by which employees may advance in grade and class level from trainee to full performance levels in a classification series. In order to be non-competitively promoted to the next level in a NCP series an employee must: 1.) Perform the main purpose of the class as defined in the Nature of Work section of the class specification; 2.) Receive the type of supervision defined in the class specification, and 3.) Meet the minimum qualifications of the classification.
August 1, 2014
Director, Division of Classification and Salary