Positions in this job family are assigned responsibilities involving the management of human resources, the completion of various human resources management activities and personnel actions, and the application of laws, rules and standards related to personnel and payroll administration and human resources management. Some positions are assigned responsibilities in a specialized area of human resources management, such as compensation, classification, recruiting, grievance management, personnel selection, employee benefits, or employee transactions. Other positions may be assigned responsibilities in several or all of these areas, depending on the size and organization of the unit or agency to which assigned.
TYPICAL FUNCTIONS
The functions performed in this job family will vary by level, unit and organization, but may include the following:
Performs human resources management, personnel, or payroll administration activities involving responsibility for the interpretation and application of rules, laws and policies.
Completes classification studies, job audits and other activities to identify duties and responsibilities assigned to employees; develops job descriptions, job specifications, organization charts and other materials to describe positions and duties performed by employees; determines appropriate classifications for individual positions.
Conducts wage and salary surveys by collecting and evaluating salary data; prepares recommendations or requests for salary changes; determines salary changes authorized for specific actions, such as appointments, promotions, transfers, demotions and reinstatements.
Administers the preparation and processing of agency payrolls; administers the provisions of the Fair Labor Standards Act: administers leave, worker’s compensation, insurance, retirement and other employee benefits programs, or special programs such as daycare and charitable contributions.
Collects and analyzes data on personnel selection procedures and methods, based on established psychometric techniques; prepares charts, graphs and other statistical information on examination results, develops tests and other selection devises.
Performs centralized or agency recruiting activities; prepares recruiting announcements or other information concerning job vacancies; interviews applicants and evaluates application forms; provides job counseling to prospective employees; administers minority recruitment and outreach programs; visits schools, colleges and other sources for recruitment.
Administers agency grievance program; counsels employees on grievance procedures; completes research and investigations as needed.
Prepares, processes, reviews, analyzes, or approves employee personnel transactions; ensures compliance with applicable laws and rules concerning appointments, promotions, demotions, transfers, separations and other actions.
Interprets rules and laws concerning employee personnel actions; advises agency personnel staff, employees, supervisors and managers on various personnel related issues.
Maintains a system of employee personnel records.
KNOWLEDGE, SKILLS, & ABILITIES
Level I: Knowledge of human resources management policies and procedures; of records maintenance; and of business communications. Ability is required to establish and maintain effective working relationships with others and to understand and apply applicable rules, laws and policies.
Level II: Those identified in Level I plus knowledge of the Merit Rules for Personnel Administration, the Oklahoma Personnel Act, and other applicable laws, rules and standards related to human resource management and demonstrated ability to analyze and interpret these rules in various situations.
Level III: Those identified in Level II plus demonstrated ability to perform highly independent work.
Level IV: Those identified in Level III plus knowledge of supervisory practices and principles and the ability to supervise the work of others.
LEVEL DESCRIPTORS
This job family consists of four levels which are distinguished based on the complexity of assignments, skills required to complete specific assignments, and responsibility for the supervision of others:
Level I:
At this level, employees perform routine professional level work in completing various personnel management activities and tasks. This may include reviewing personnel actions, evaluating job applications, conducting interviews, counseling employees, preparing certificates of eligibles for various positions, completing job audits, developing selection devices and other activities.
Level II:
At this level employees are assigned responsibility for the completion of a full range of professional level work at the full performance level in completing various human resources management or personnel administration activities, either in a specialized phase of human resources management or in all or several areas of an agency human resources management program. This will include a high degree of independence in completing work assignments and making decisions concerning various human resources management activities. Supervisory responsibilities will not normally be assigned at this level, but there may be some responsibility for providing training or guidance to lower level staff.
Level III:
At this level employees perform advanced level human resources management work in administering various personnel programs or activities. This may include independent responsibility for a specialized agency program, duties involving providing assistance in the supervision and training of other human resources management specialists as a lead worker or project leader, or other comparable responsibilities for coordinating and completing required activities.
Level IV:
This is the leadership level of this job family where employees are assigned responsibility for supervising others in completing various professional human resources management activities and tasks. This includes assigning and reviewing work, ensuring completion of assigned activities and providing training. It may also include responsibility for administrative tasks such as completing performance evaluations, approving leave and initiating disciplinary actions.
MINIMUM QUALIFICATIONS
Level I: Education and Experience requirements at this level consist of a bachelor’s degree or four years of technical human resources management experience or an equivalent combination of education and experience.
Level II: Education and Experience requirements at this level consist of those identified in Level I plus one year of professional experience in human resources management; or a master’s degree in human resources, industrial/organizational psychology, public administration, sociology, psychology or a closely related degree.
Level III: Education and Experience requirements at this level consist of those identified in Level II plus one additional year of qualifying experience.
Level IV: Education and Experience requirements at this level consist of those identified in Level III plus one additional year of qualifying experience; or a doctorate in human resources, industrial/organizational psychology, public administration, sociology, psychology or a closely related degree.
Note: Experience which was incidental to or not a major responsibility or duty of the position shall not be accepted as qualifying.
Human resources management experience should include at least one of the following: job analysis, position classification, wage/salary and benefits administration, civil rights administration, recruitment or payroll administration.
SPECIAL REQUIREMENT
Some positions may require that employees be willing and able to fulfill all job-related travel normally associated with the position.
CLASS: C31A; EST: 9/5/2007; REV: 7/2/2012 7:45:00 AM;
CLASS: C31B; EST: 9/5/2007; REV: 7/2/2012 7:45:00 AM;
CLASS: C31C; EST: 9/5/2007; REV: 7/2/2012 7:45:00 AM;
CLASS: C31D; EST: 9/5/2007; REV: 7/2/2012 7:45:00 AM;
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