STATE OF OREGON POSITION DESCRIPTION 1/1/20 This position is

[Pages:9]STATE OF OREGON POSITION DESCRIPTION

Position Revised Date: 1/1/20

Agency: 47100 Facility:

New

Revised

This position is: Classified Unclassified Executive Service Mgmt Svc ? Supervisory Mgmt Svc ? Managerial Mgmt Svc ? Confidential

SECTION 1. POSITION INFORMATION

a. Classification Title: Business Employment Specialist

b.Classification No:

C6698 (or C6699)

c. Effective Date:

d. Position No:

TBD

e. Working Title: g. Section Title:

Migrant Seasonal Farmworker Representative

WS Redmond

f. Agency No: h. Budget Auth No:

47100

i. Employee Name: TBD

j.Repr. Code:

SEIU

k. Work Location (City ? County): Redmond, OR

l. Supervisor Name: m. Position: Permanent

Full-Time

Seasonal Part-Time

Limited Duration Intermittent

Academic Year Job Share

n. FLSA:

Exempt

If Exempt: Executive

o. Eligible for Overtime:

Yes

Non-Exempt

Professional

No

Administrative

SECTION 2. PROGRAM AND POSITION INFORMATION

a. Describe the program in which this position exists. Include program purpose, who's affected, size, and scope. Include relationship to agency mission.

The Employment Department is a large state agency with a mission to Support Business and Promote Employment. We accomplish this by accurately administering the unemployment insurance (UI) benefits program; recruiting and referring best qualified applicants to job openings and assisting job seekers in their employment searches Workforce Operations (WO); developing and distributing workforce and economic information (Workforce and Economic Research); and adjudicating citizen and business disputes with agencies (Office of Administrative Hearings).

The department employs approximately 1300 employees in field offices located throughout the State with the Central Office located in Salem.

WO assists businesses through customizable recruitment services and assists job seekers to find acceptable work. It helps businesses secure federal tax credits and offset training costs when new employees are hired from specific populations and collaborates with many partner agencies and organizations to assess the job-readiness of candidates and provide links to training programs if needed.

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The program serves businesses and job seekers at no charge. WO administers the Trade Act program to pay for training of workers who have lost their job due to foreign trade agreements.

The WO staff engage, inform, and assist the emerging, current and transitioning workforce, with an emphasis on serving "target populations" such as Veterans, People with Disabilities, Migrant Seasonal Farm Workers, participants that received training, and clients receiving public assistance. The program works to grow robust economies by supporting innovative local workforce delivery systems focused on economic development objectives.

WO partners include regional and local training providers (Workforce Innovation and Opportunity Act "WIOA"), the Oregon Workforce Investment Board, local Workforce Investment Boards, the Department of Community Colleges and Workforce Development, the Department of Human Services, local economic development organizations, the seventeen Oregon community colleges, Title V Program and others. OneStop Center partners support a comprehensive system that seamlessly provides services that are accessible to all jobseekers, workers and businesses.

The Oregon Employment Department strives to create an inclusive environment that welcomes and values diversity of the people it serves. The Department fosters fairness, equity and inclusion to create a workplace environment where everyone is treated with respect and dignity.

b. Describe the primary purpose of this position, and how it functions within this program. Complete this statement. The primary purpose of this position is to:

This position delivers services to farmworkers which are quantitatively proportional and qualitatively equivalent to services provided to non-farmworkers and conducts outreach to farmworkers to make them aware of their rights as workers, basic safety information and the Employment Service complaint process.

From any WorkSource Oregon (WSO) center, provide services to agricultural workers by conducting guidance and training on work search and developing the skills of individuals to assist them in becoming marketable to employers. Provide services to employers seeking qualified and skilled workers.

SECTION 3. DESCRIPTION OF DUTIES

List the major duties of the position. State the percentage of time for each duty. Mark "N" for new duties, "R" for revised duties or "NC" for no change in duties. Indicate whether the duty is an "Essential" (E) or "Non-Essential" (NE) function.

% of Time N/R/NC E/NE

REPORTING AND PRESENTATIONS

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Write annual local office outreach plan, in coordination with the local

office manager. Gather appropriate information on agricultural

businesses, MSFW enumeration study and partner outreach

10-15% or

more,

depending

NC

information to develop plan to visit locations where MSFWs can be

found. Include in the plan serving MSFWs that come into the WSO

E

office and processes to meet federal performance measures.

on time of year

Write monthly and quarterly reports for State Monitor Advocate detailing any/all outreach activities, events, etc. Writes H2A Field

Visit and Field Check reports.

Develops presentations and presents information about the purpose

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% of Time N/R/NC

75%

During

peak

season

NC

25% off season

10%

NC

% of Time N/R/NC

10% during

peak

season

NC

30% Off season

E/NE E E

of the MSFW program at events and job fairs. Represent WSO at workforce partner, economic development, community and/or employer planning meetings.

OUTREACH DUTIES

Conduct outreach to MSFWs for the purpose of providing information about job seeker services in WSO offices, observing and reporting on conditions of employment for safety and job listing compliance, Keep and maintain a log of all site visits and activities to be reported on the outreach reports. Coordinate with local office Manager and lead worker to schedule necessary site visits and work schedule changes. Share outreach activities, results and issues with manager at least monthly. Work with local office and central office leadership to take, resolve and/or report complaints about wages, working conditions using complaint system guidelines, and provide information about supportive services. Take steps to resolve MSFW complaints at the lowest level as appropriate. Conduct outreach to employers providing information on the MSFW program, recruitment, selection and referrals for existing, new or expanding businesses, including information on regulatory, financial incentive and tax credit programs. Provide workforce and economic information for employers. Host and market job fairs. Organize and host employment regulation seminars with organizations such as OSHA, BOLI, DOL to provide a variety of information to employers of MSFW and H2A workers. Build and maintain relationships with local agricultural community partners, employers, and agencies. Make farm site visits to learn more about the seasonal nature of crops, planting and harvesting timelines. Document employer profile for future reference along with the directions to the worksite. Enter and provide recruitment services to Agricultural Farm Employers and other agricultural related job listings in iMatchSkills. Maintain up-to-date knowledge of and actively promote employment incentives (e.g.; ARS, WOTC, OJT) to business in order for them to make informed hiring decisions. Represent WSO at workforce partner, economic development, or employer planning meetings

Perform pre-occupancy housing consultations (for any agricultural job listings requiring housing for workers) and complete the housing consultation/inspection report for each consultation.

E/NE E

EXPLORATORY AND CAREER SERVICE DUTIES

Deliver exploratory services for MSFW job seekers. Determine job seekers transferable skills, interests, and employment goals. Identify barriers to successful job search and using knowledge of community resources and creative problem solving techniques, explore possible solutions to remove the barriers. Create and distribute posters announcing agricultural jobs in your area and make them available where MSFWs live and gather. Refer MSFWs to agricultural and non-agricultural jobs, helping them with the application process and logging referral follow up information for quarterly report.

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% of Time N/R/NC

5%

NC

% of Time N/R/NC

5%

NC

Provide full service employment assistance. Interview MSFW job seekers and collect detailed occupational information about previous jobs. Insure that a quality enrollment is taken from new job seekers that contains sufficient information about the job seekers knowledge, education, skills, licenses, abilities, and work experience that will facilitate matching the best-qualified job seeker with employer openings Assist job seekers on the resource computers in their job search efforts, job applications, resume construction, locating labor market information, accessing skill up web sites and other various situations that may arise during the job search & skill up efforts. Determine and document next steps. Communicate next steps to customer and schedule appropriate services. Review new registrants in WorkSource system to identify whether a customer meets the MSFW criteria; Update work registration information on a routine and regular basis. Provide referrals to community resources and supportive service agencies for needed services and /or technical assistance as appropriate. Provide progressive assessments for customers as-needed to inform provision of services on an ongoing basis to other WSO staff. Provide progressive assessments as-needed to inform provision of services on an ongoing basis. Align career planning efforts with LMI and local sector strategies to help the customer make informed decisions related to their career planning activities. Use job development techniques to create opportunities with employers, coordinating with business services efforts. Teach customers the job search process so they have current information on how to search for employment using multiple websites as resources. Create a local talent pool of MSFWs available for referrals, and manage the "pool" of available work-ready jobseekers prioritizing based on business needs and investment strategies outlined in the local plan.

E/NE E

TRAINING SERVICE DUTIES

Link eligible MSFW workers to job training opportunities in special programs. Work with local office staff, workforce partners and at community events to provide job seekers and employers with comprehensive information and services relating to employment, education and training programs. Make work-based opportunities available to customers in accordance with local area plans and investment strategies. Pursue OJT opportunities with employers and make appropriate OJTrelated referrals for work-ready jobseekers. Research opportunities and develop relationships with local apprenticeship programs and training centers to make the apprenticeship training model available to customers.

E/NE E

Business Services

Work with local office staff to fill job listings. Contact employers to develop job opportunities or verify results of job referrals.

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5%

NC

100%

E

Perform other duties within classification as requested to ensure seamless customer service delivery.

SECTION 4. WORKING CONDITIONS

Describe any on-going working conditions. Include any physical, sensory, and environmental demands. State the frequency of exposure to these conditions.

May assist customers in the resource room by walking around and guiding them through websites which can require bending and stooping over for extended periods. Will be exposed to all weather conditions during outreach. Uses foreign language skills to communicate with workers, supervisors and employers. Frequent use of common office technology, including phones, computers, printers, copy machines, shredders, etc. Office may be fast-paced, sometimes noisy environment that requires the ability to work with multiple distractions and interruptions. Receive and direct people or telephone callers who may be irate and/or verbally abusive. Work generally occurs between 8AM ? 5PM, Monday through Friday, although outreach during early morning or evening hours is not uncommon during peak times. May require statewide travel occasionally for training or other service delivery purposes. Frequent local travel to perform essential duties of the position. Requires using State vehicle to drive to places where MSFW's and H2A, H2B workers are employed which may be in remote, rural locations.

SECTION 5. GUIDELINES

a. List any established guidelines used in this position, such as state or federal laws or regulations, policies, manuals, or desk procedures.

Federal and State laws, rules, regulations and policies about the Unemployment Insurance and Employment Services programs. Employment Department Staff are expected to be knowledgeable about federal and State workforce programs, rules and regulations, and have the ability to apply the requirements of the programs, rules, and regulations, according to their position requirements. Examples of regulations include: Workforce Innovation & Opportunity Act (WIOA) DOL The Migrant & Seasonal Agricultural Worker Protection Act Methods of Administration for Equal Opportunity and Non-discrimination Oregon Revised Statues and Administrative Rules Employment Services Manual Unemployment Insurance Manual Confidentiality Handbook WorkSource Oregon Operational Standards

b. How are these guidelines used?

The reference materials contain guidelines used by the employee to do the functions of this position.

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SECTION 6. WORK CONTACTS

With whom, outside of co-workers in this work unit, must the employee in this position regularly come in contact?

Who Contacted

How

Purpose

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Job Seekers

In person, e-mail,

To explain program criteria, understand

telephone, and mail.

customers work search efforts and gain

further information, answer questions

and provide job information.

MSFW's, H2A and H2B In person, email,

To make farmworkers aware of their

workers

telephone, mail

rights as workers, basic safety

information and the Employment

Service complaint process

Businesses

In person, e-mail,

Businesses

telephone, and mail.

Claimants

In person, e-mail, telephone, and mail.

Claimants

Central Office

In person, e-mail, telephone, and mail.

Central Office

Community/Workforce Partners Supervisors

In person, e-mail, telephone, and mail. In person, e-mail, telephone, and mail.

To arrange for needed services and coordinate ongoing services. Supervisors

State Agencies

In person, e-mail, telephone, and mail.

State Agencies

How Often?

Continually throughout the day.

Daily

In person, e-mail, telephone, and mail. In person, e-mail, telephone, and mail. In person, e-mail, telephone, and mail. Daily

In person, e-mail, telephone, and mail. In person, e-mail, telephone, and mail.

SECTION 7. POSITION RELATED DECISION MAKING

Describe the typical decisions of this position. Explain the direct effect of these decisions.

Decide if the customer needs community services or special programs. Decide if the job seeker meets the job requirements. Decide if job seeker or claimant needs services to remove employment barriers. Decide services needed by the customer in consultation with the customer. Decide if there is a need for additional paperwork or information. Decide which services or resources best meet the job seekers needs. Decide what services would best meet a businesses need. Decide which Workforce Partners to refer job seekers or businesses to for further assistance. Decide if regulations are being violated and resolve or refer complaint per Guidance. Direct effect of these decisions will determine the level of customer service and satisfaction with those services that both job seekers and employers receive. Will also determine whether these customers continue to use our services in the future. Decides if conditions found during a field visit

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requires referral to an enforcement agency or will be solved by local office procedures. May evaluate service delivery and make recommendations for improvement. Decide how, when and where to conduct outreach to Ag employer sites that will maximize time and efficiency (often in consultation with supervisor).

SECTION 8. REVIEW OF WORK

Who reviews the work of the position?

Classification Title Position Number

How

How Often

Purpose of Review

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PEMB

Reviews work in progress.

Regularly Also conducts annual performance appraisal to discuss with employee how well performance standards and goals have been met during the past year.

To ensure completeness, accuracy, and adherence to department policy and procedures and federal and State laws, rules, and regulations.

SECTION 9. OVERSIGHT FUNCTIONS

THIS SECTION IS FOR SUPERVISORY POSITIONS ONLY

a. How many employees are directly supervised by this position?

0

How many employees are supervised through a subordinate supervisor?

0

b. Which of the following activities does this position do?

Plan work Assigns work Approves work Responds to grievances Disciplines and rewards

Coordinates schedules Hires and discharges Recommends hiring Gives input for performance evaluations Prepares & signs performance evaluations

SECTION 10. ADDITIONAL POSITION-RELATED INFORMATION ADDITIONAL REQUIREMENTS: List any knowledge and skills needed at time of hire that are not already required in the classification specification:

a. Spanish language skills ? ability to read, write, speak Spanish.

b. Demonstrate a thorough knowledge and understanding of the Employment Department and WSO Services.

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c. Communicate professionally and appropriately with customers, partners and co-workers verbally and in writing. Know and understand the cultural diversity dynamics that exist within the service delivery area and adjust service delivery as needed to meet the needs of the population served.

d. Organize personal workload to be responsive to team members in meeting customer needs and production goals. Take personal responsibility for meeting the goals within the agency standards.

e. Maintain objectivity when dealing with businesses, job seekers and claimants. Effectively handle customers who are emotional, uncooperative, hostile, abusive, threatening, mentally unstable or under the influence of a controlled substance. Know and understand the Department and office customer complaint process. Comply with agency confidentiality rules, laws and policies and upholds the public trust relating to program administration and confidentiality.

f. May evaluate service delivery and make recommendations for improvement. May provide leadership in meeting program goals. May monitor processes, procedures, delivery and results for compliance with the outcomes or goals.

g. May be required to assist other field office staff to balance workload or to do special projects asassigned by supervisor.

h. Maintain regular and punctual attendance. Accept constructive feedback with open cooperative, positive team-oriented attitude.

i. Use professional phone techniques, effective interviewing skills and excellent customer service j. skills in every customer contact.

k. Be able to work independently and achieve desired outcomes without supervision.

l. Significant MSFW states shall make maximum efforts to hire outreach staff with MSFW experience for year round positions such outreach staff shall be bilingual if warranted by the characteristics of the MSFW population in the State.

m. Possess and maintain a valid Driver's License to operate State Vehicle.

n. This position requires successfully passing a criminal record check, which may require a fingerprintbased records check, as a condition of employment.

BUDGET AUTHORITY: If this position has authority to commit agency operating money, indicate the following:

Operating Area

Biennial Amount ($00000.00)

Fund Type

Note: If additional rows of the below table are needed, place curser at end of a row (outside table) and hit "Enter".

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