CalHR Duty Statement



17145-5461000Duty StatementDepartment of Human ResourcesState of California? Current ? ProposedClassification TitlePersonnel Program Manager IIDivision/UnitFinancial Management DivisionWorking TitleFiscal Program ManagerIT Domain (if applicable) Position Number363-340-5323-001Effective Date 12/1/2020Name Date Prepared11/1/2020CalHR Mission and VisionThe California Department of Human Resources (CalHR) is responsible for all issues related to employee salaries and benefits, job classifications, civil rights, training, exams, recruitment and retention. For most employees, many of these matters are determined through the collective bargaining process managed by CalHR.Our Vision: To be the premier leader and trusted partner in innovative human resources management. Our Mission: To provide exceptional human resources leadership and services with integrity, respect and accountability to state departments and all current and prospective employees.General Statement Under the direction of the Chief of the Financial Management Division (FMD), the Personnel Program Manager II has full management and supervisory responsibilities of professional staff in the Financial Management Unit within FMD. The unit is primarily responsible for generating cost and savings estimates related to the state’s employee compensation practices and working with the Department of Finance (DOF) to ensure each state department has sufficient funding for employee compensation costs. This unit also assists CalHR’s new Childcare Providers Labor Relations Division by generating cost and savings estimates related to the specific financial items CalHR is responsible for negotiating. The work product from this unit is highly confidential and has a high consequence of error.Duties include, but are not limited to, the following: Job Functions [Essential (E) / Marginal (M) Functions]: 45%(E)Manages staff that are responsible for developing, analyzing, reviewing, costing and making recommendations regarding the financial aspects of the state’s employee compensation practices. This includes analyzing complex datasets to estimate the cost or savings of changes in salaries, pay differentials, medical benefits, retirement, travel, and other business-related expenses for state employees. Incumbent is responsible for all aspects of managing staff including, but not limited to: hiring, training, coaching, motivating, and disciplining staff.Briefs executive-level management at CalHR and DOF on the statewide salary and benefit costs within Item 9800 of the Governor’s Budget, May Revision, and the Budget Act. Must work collaboratively with DOF to ensure employee compensation costs or savings are accurately estimated, properly allocated, and not over-expended within each fiscal year.15%(E)Manages staff that are responsible for developing, analyzing, costing and making recommendations regarding the financial aspects of the state’s responsibility to bargaining with childcare providers. This includes analyzing complex datasets to estimate the cost or savings related to changes in reimbursement rates, rate add-ons for providers who complete additional training, improved recruitment and retention of qualified providers and access to relevant training. Incumbent must work collaboratively with DOF, the Department of Social Services (CDSS), and the Department of Education (CDE).15%(E)Serves as the subject matter expert in the areas of state employee and childcare provider compensation resulting from collective bargaining, grievances, lawsuits, or arbitrations. May be asked to testify or provide declarations as a witness for the state.10%(E)Represents CalHR in meetings with state departments, union representatives, DOF, the Governor’s Office, counties, and the Legislative Analyst’s Office. 10%(E) Serves as the primary contact between with the State Controller’s Office regarding state employee data. Works collaboratively with DOF and CalHR’s Information Technology Division to ensure the most accurate state employee data is provided to CalHR to be used in employee compensation cost and savings estimates.5%(M)Develops employee compensation training curriculum for internal staff and outside Department staff. Supervision ReceivedThe Personnel Program Manager II reports directly to the Chief of FMD.Supervision ExercisedSupervises a Personnel Program Advisor and three Staff Personnel Program Analysts.Special Requirements / Desirable QualificationsThe duties of this position are performed indoors. The employee’s workstation is located at 1515 “S” Street building and is equipped with standard or ergonomic office equipment, as appropriate. Travel may be required to attend meetings or training classes. Desirable qualifications include the following:Demonstrated knowledge, experience, and technical ability related to the state’s budget and legislative processes.Knowledge and understanding of the state’s collective bargaining process and how it relates to the state’s budget process.Knowledge of the principles and practices of state employee compensation.Experience utilizing computer applications to analyze and interpret complex datasets to estimate and forecast state employee cost and savings. Effective communication, business acumen, decision making, and problem-solving skills.Ability to work in a fast-paced environment with tight deadlines and routine changes in priorities and assignments.Ability to develop and foster good working relationships and provide excellent customer service to internal and external stakeholders.Ability to develop new processes and procedures for a new program mitment to workplace innovation and business process improvement.Working ConditionsThe duties of this function are performed indoors 95% of the time, with travel to external meetings or training approximately 5% of the time. May be required to work beyond core hours.AttendanceMust maintain regular and acceptable attendance at such level as is determined at the Department’s sole discretion. Must be regularly available and willing to work the hours the Department determines are necessary or desirable to meet its business needs.I have read and understand the duties listed above and I can perform these duties with or without reasonable accommodation.* (If you believe reasonable accommodation is necessary, discuss your concerns with the hiring supervisor. If unsure of a need for reasonable accommodation, inform the hiring supervisor, who will discuss your concerns with the Personnel analyst.) *A Reasonable accommodation is any modification or adjustment made to a job, work environment, or employment practice or process that enables an individual with a disability or medical condition to perform the essential functions of his or her job or to enjoy an equal employment opportunity.Duties of this position are subject to change and may be revised as needed or required.Employee SignatureEmployee Printed NameDateI have discussed the duties of this position with and have provided a copy of this duty statement to the employee named above.Supervisor SignatureSupervisor Printed NameDate ................
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