This is the second class in a series for positions concentrating in employee relations functions and includes overseeing and evaluating field units which administer grievance handling, performance evaluations and standards of conduct. Positions in this class are assigned to the largest, most complex educational institutions or agencies that have subordinate districts or localities. This class is distinguished from the Employee Relations Analyst because of the responsibility for advising other human resource supervisors or managers in the administration and evaluation of employee relations programs.

Complexity of Work: Performs work of considerable difficulty involving monitoring and evaluating employee relations programs by reviewing reports and documents and discussing issues with managers and employees. Develops standards and guidelines in order to monitor and improve programs and ensure consistency in application of policies, rules and regulations. Counsels managers and employees in order to resolve employee relations problems. May assist legal counsel in preparation of cases for litigation or investigate complaints received from individuals outside of the agency. Designs tools for evaluation of employee relations programs such as surveys, exit interview questionnaires or employee/management needs assessments. Conducts audits to evaluate personnel policies and practices related to work performance and employer/employee relations by interviewing staff, gathering related data and analyzing information gathered; recommends modifications as needed.

Supervision Given: Supervision is typically not a factor; however, positions act as an expert to others in giving guidance and direction in implementing and evaluating employee relations programs.

Supervision Received: Receives directions from an Employee Relations Manager or other human resource manager or director.

Scope: Positions are responsible for the evaluation of all the agency’s employee relations programs and for ensuring consistency in the application of policies and procedures.

Impact of Actions: Actions can result in an employee relations program that reduces and eliminates employee/manager conflicts and ensures that both parties understand the actions and reasons for them.

Personal Contacts: Frequent contacts with agency managers to discuss programs and advise, employees and managers to counsel, and representatives from other state agencies to discuss implementation of programs and policies.

Knowledge: Considerable knowledge of the theories, principles and practices of personnel management and employee relations and the interrelationship of the agency’s role with other governmental agencies.

Skills: None identified for this class.

Abilities: Demonstrated ability to evaluate employee relations areas and advise others, analyze data And present logical conclusions, interview and counsel, others, and communicate and respond diplomatically orally and in writing.

QUALIFICATIONS GUIDE*

Licenses or Certification: None.

Education and Training: Graduation from a college or university with course work in personnel administration, psychology or a related field.

Level and Type of Experience: Experience in evaluating a human resource program dealing with interviewing, counseling and advising other human resource supervisors or managers.

An equivalent combination of training and experience indicating possession of the preceding knowledge and abilities may substitute for this training and experience.

This class was established as a result of the statewide personnel classification study.