State of Michigan Position Code Civil Service Commission 1 ...

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PARIS CS-129 and PD Reports State of Michigan

Civil Service Commission Capitol Commons Center, P .0. Box 30002

Lansing, Ml 48909

POSITION DESCRIPTION

Position Code

1. HUMRALTE

This position description serves as the official classification document of record for this position. Please complete the information as accurately as you can as the position description is used to determine the proper classification of the position.

2. Employee's Name (Last, First, M.1.)

8. Department/Agency

CIVIL SERVICE COMMISSION

3. Employee Identification Number

9. Bureau (Institution, Board, or Commission) Human Resource Operation

4. Civil Service Position Code Description

Human Resources Analyst

10. Division

Quality of Life

5. Working Title (What the agency calls the position)

Human Resources Generalist

11 Section

Office of Human Resources

6. Name and Position Code Description of Direct Supervisor

VILLARREAL, SARAH; HUMAN RESOURCES MGR - 3

12. Unit

7. Name and Position Code Description of Second Level Supervisor 13. Work Location (City and Address),Hours of Work

FABUS, HILLARY; STATE ADMINISTRATIVE MANAGER-2 525 W. Allegan, Lansing Ml 48909 / Monday - Friday, 8 AM to

16

5PM

14. General Summary of Function/Purpose of Position

This position's primary job function is to perform professional human resource assignments on selection and classification issues for theQuality of LifeAgencies (DNR, DEQ andMDARD). Responsible for reviewing andapproving selection recommendationsfor compliance with the department and EEO policies for assigned areas. Responsible for reviewing, approving, denying, and modifying classification transactions, proposed organization changes, and related classification activities for assigned areas. This position also

assists with delivering training to management staff on selection and classification issues. Performs special projects as needed and assists the Human Resources Directors, HR Managers and Payroll Supervisor in all aspects of the Human Resources Office.

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15. Please describe the assigned duties, percent of time spent performing each duty, and what is done to complete each duty.

List the duties from most important to least important. The total percentage of all duties performed must equal 100 percent.

Duty 1

General Summary:

Percentage: 50

Recruitment and selection activities

Individual tasks related to the duty:

? Assists QOL agencies in the necessary process and procedures required to initiate hiring approvals. ? Reviews and analyzes position descriptions. ? Post vacancies using the NEOGOV Vacancy Posting System. ? Acts as liaison with Civil Service regarding examinations, appointments, selection process appeals. ? Reviews selection process for compliance. ? Represents the department in on-site reviews conducted by Civil Service. ? Advise managers and supervisors regarding selection rules. ? Assist managers and supervisors to comprise screening and selection criteria and interview questions. ? Screen resumes to narrow the applicant pool for manager/supervisor. ? Coordinate interview scheduling andsending of correspondence tointerviewed applicants andselected candidate(s). ? Serve as a member of selection interview panels. ? Ensure department is in compliance withCS Rule 1-7(drug testing of new hires) and bargaining unit contract provisions, ? Coordinate credential reviews to ensure eligibility in the selection process, reference checks for selected applicants and approve

all appointments (promotions, transfers, moves).

Duty 2 General Summary:

Classification activities

Percentage : 40

Individual tasks related to the duty:

? Develop, review and determines proper classification of positions for establishment and reclassification purposes. ? Submits/approves requests to establish or reclassify positions. Interpret Civil Service and department rules, regulations and

policies. ? Utilize knowledge of Civil Service rules, regulations, and policies; review and process requests for reclassification actions. ? Review/approve/submit requests to establish or reclassify positions. ? Provides guidance to management in the development and review of senior standards. ? Identify subclass codes for positions. ? Assists in the development and approval of selective position requirements. ? Advises and provides guidance to management on the use of specialist classifications. ? Coordinates department/division responses to self-initiated desk audit requests and technical appeals ? Monitor and determine appropriate reporting relationships and complete recoding requests as necessary. ? Review and respond to technical decisions rendered by the Civil Service Commission

Duty 3

General Summary:

Percentage:

5

Provide management and employees with expertise in general HR issues.

Individual tasks related to the duty:

? Work with managers to ensure that all requests comply with contractual provisions, Civil Service and departmental procedures. ? Maintain up-to-date knowledge of HR services policies, procedures and employee benefits. Provide explanation and information

to managers andemployees. ? Advisemanagement/employeesin matters relatingtocompensation issues, special salaries, promotions, demotions,

transfers, reassignments and separation. ? Counsel employees regarding career advancement and the interpretation of Civil Service rules and regulations ? Respond to telephone and written employment inquiries

Duty4 General Summary:

Percentage:

5

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Training and other special projects as assigned by supervisor.

Individual tasks related to the duty;

? Provides advice, researches issues and completes projects as requested. ? Assists with developing and updating HR policies and procedures. ? Responds to inquiries from employees and managers in the work area related to all areas of human resources. ? creates and runs reports, as needed, relative to the areas of responsibility as requested. ? Develop and provide training on necessary HR related matters as needed. ? Serve on special committees as assigned. ? Other duties and special projects as assigned

16. Describe the types of decisions made independently in this position and tell who or what is affected by those decisions.

Daily activities withinclassifications, selections, reassignments andtransfers, andpayroll aredecisions madeindependently based upon knowledge of rules, regulations, policies, procedures, bargaining unit contracts and past practice.

17. Describe the types of decisions that require the supervisor's review. Whenactions or proposed solutions toproblems are beyondtheauthority delegated tothis position. Whenpolicies andprocedures arenot clearly defined. Issuesthatarepolitically sensitive orhavepolicy related i111p:1ct. Information andissues that may becontroversial and those that may have department-wide impact.

18. What kind of physical effort is used to perform this job? What environmental conditions in this position physically exposed to on the job? Indicate the amount of time and intensity of each activity and condition. Refer to instructions. Typical office setting. Minimal lifting, bending, stooping. Significant time is spent on computer. Some travel required. Must be able to work and perform under pressure to meet deadlines imposed by various factors.

19. List the names and position code descriptions of each classified employee whom this position immediately supervises or oversees on a fulltime, on-going basis.

Additional Subordinates

20. This position's responsibilities for the above-listed employees includes the following (check as many as apply):

N Complete and signservice ratings.

N Assign work.

N Provide formal written counseling. N Approve leave requests.

N Approve work. N Review work.

N Approve time and attendance.

N Provide guidance on work methods.

N Orally reprimand.

N Train employees in the work.

22. Do you agree with the responses for items 1 through 20? If not, which items do you disagree with and why?

Yes

23. What are the essential functions of this position?

This position's primary jobfunction is to perform professional human resource assignments on selection andclassification issues for the Quality of Life Agencies (DNR, DEQ and MDARD).

24. Indicate specifically how the position's duties and responsibilities have changed since the position was last reviewed. Page 4

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25. What is the function of the work area and how does this position fit into that function?

The Quality of Life (QOL) Office of Human Resources provides human resource management services and assistance to all managers, supervisors, and employees in the DEQ, DNR, and MDARD.

26. What are the minimum education and experience qualifications needed to perform the essential functions of this position. EDUCATION: Possession of a bachelor's degree in any major.

EXPERIENCE:

Human Resources Analyst 9 No specific type or amount is required.

Human Resources Analyst 10 One year of professional experience providing human resources services equivalent to a Human Resources Analyst 9.

Human Resources Analyst P11 Two years of professional experience providing human resources services equivalent to a Human Resources Analyst, including one year equivalent to a Human Resources Analyst 10.

Human Resources Analyst 12 Three years of professional experience providing human resources services equivalent to a Human Resources Analyst, including one year equivalent to a Human Resources Analyst P11.

THE ALTERNATE EDUCATION AND EXPERIENCE (TRAINEE) OPTION IS AVAILABLE TO CURRENT STATE OF MICHIGAN EMPLOYEES ONLY

Education Educational level typically acquired through completion of high school.

Experience Four years of experience as an advanced 9-level worker in an ECP Group One classification.

OR

Three years of experience as an E9, E10, or E11-level worker in an ECP Group One classification.

OR

Two years of experience as an experienced level worker in an ECP Group One technician or paraprofessional classification.

OR

Two years of experience as a first-line supervisor in an ECP Group Three classification.

OR

One year of experience as a second-line supervisor in an ECP Group Three classification.

KNOWLEDGE, SKILLS, AND ABILITIES:

Knowledge of and ability to interpret and apply Civil Service rules, regulations and procedures governing human resou rces transactions, classifications and selections. Knowledge of and ability to interpret bargaining unit contractual provisions. Ability to handle highly confidential information. Motivated, organized, flexible, and able to communicate effectively both verbally and in writing. Ability to collect, analyze and evaluate a variety of complex information.

Ability to be objective when dealing with sensitive issues.

CERTIFICATES, LICENSES, REGISTRATIONS:

None NOTE: Civil Servin approval does not constitute agreement with or acceptance of the desired qualifications of this position.

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I certify that the information presented in this position description provides a complete and accurate depiction of the duties and responsibilities assigned to this position.

Supervisor

Date

TO BE FILLED OUT BY APPOINTING AUTHORITY

Indicate any exceptions or additions to the statements of employee or supervisors. N/A

I certify that the entries on these pages are accurate and complete.

SALLY VAN VYVE Appointing Authority

5/25/2018

Date

I certify that the information presented in this position description provides a complete and accurate depiction of the duties and responsibilities assigned to this position.

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