170830
HUMAN RESOURCES ASSISTANT DIVISION ADMINISTRATOR
AS621 $61,422 - $120,453
Creation Date: 07/15/2001
Change Date: 10/01/2022
FUNCTION OF WORK:To manage major program components and to assist in the administration of a division within the Department of Civil Service.
LEVEL OF WORK:SUPERVISION RECEIVED:Direct from a Human Resources Division Administrator. May receive supervision from higher-level personnel.
SUPERVISION EXERCISED:Direct over Human Resources Consultant Supervisors and/or lower-level professional human resources personnel.
LOCATION OF WORK:Department of Civil Service.
JOB DISTINCTIONS:Differs from Human Resources Consultant Supervisor by the presence of responsibility for assisting in the overall management of a division.
Differs from Human Resources Division Administrator by the absence of final responsibility for all division activities.
CORE COMPETENCIES: CORE COMPETENCIES HAVE NOT BEEN IDENTIFIED BY STATE CIVIL SERVICE FOR THIS JOB TITLE.
MORE INFORMATION ON THE SCS COMPETENCY MODEL CAN BE FOUND
HERE.
EXAMPLES OF WORK:EXAMPLES BELOW ARE A BRIEF SAMPLE OF COMMON DUTIES ASSOCIATED WITH THIS JOB TITLE. NOT ALL POSSIBLE TASKS ARE INCLUDED.
Assists a division administrator in analyzing work activities, overseeing special projects, and developing and implementing policies and procedures.
Provides guidance and leadership to lower-level employees and reviews completed assignments for conformity to standards and policies.
Reviews projects and reports of staff members for suitability and conformance to established policy.
Conducts special projects as assigned by a division administrator or the Civil Service Director.
Meets regularly with Human Resources Directors and other administrative or executive personnel relative to the effectiveness of division programs in meeting the personnel needs of the agency.
Assists in the development and manages implementation of new and innovative projects designed to improve a broad range of human resource management services to agencies and employees.
Manages and directs the job classification program to establish, revise, or abolish jobs and to allocate and reallocate positions to jobs.
Confers with department and agency personnel relative to the allocation of positions and the development of jobs for positions unique to the organization.
Confers with the Civil Service Director relative to job evaluation requests and problems and recommends alternative courses of action.
Manages the ongoing research of existing Civil Service Rules and policies and the preparation of recommendations for changes.
Evaluates and recommends appropriate action to the Civil Service Director concerning position details, job appointments, and extended restricted appointments.
Reviews and makes recommendations relative to requests for special Civil Service Rule applications such as unclassified position status requests, special overtime pay provisions, and special pay provisions.
Monitors the implementation of all employee layoff activities, assures that agencies are following the layoff rules and approves or denies exceptions to the rules.
Manages, directs, and supervises the certification of eligible lists as well as the recruiting of applicants and the administration of tests.
Manages and directs the development and administration of selection procedures and criteria to include minimum qualifications, experience and training ratings, and the development of written tests.
Interprets, develops, and implements policies and rules to ensure uniform, consistent selection procedures and criteria.
QUALIFICATION REQUIREMENTS:MINIMUM QUALIFICATIONS:
SCS Option:
A baccalaureate degree plus four years of professional level human resources experience, four years of professional IT experience with the Department of State Civil Service in the MIS section, or four years of professional training experience with the Department of State Civil Service.
Information Technology Option:
A baccalaureate degree plus four years of professional level human resources or information technology experience.
General Option:
A baccalaureate degree plus four years of professional level human resources experience.
SUBSTITUTIONS:
a. Six years of full-time work experience in any field will substitute for the required baccalaureate degree.
Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows:
A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree.
30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree.
60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree.
90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree.
120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree.
College credit earned without obtaining a baccalaureate degree will substitute for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience to substitute for the baccalaureate degree.
b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.)
c. Possession of a Juris Doctorate will substitute for one year of the required experience.
Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience.
d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience.
All advanced degrees will substitute for a maximum of two years of the required experience.
e. Certification as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (SHRM-CP) or a Senior Certified Professional (SHRM-SCP) will substitute for a maximum of one year of the required experience.
NOTE:
In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again.
f. Professional level experience in the monitoring of programs for compliance with statutes and/or other program requirements; or in conducting investigations of alleged violations of state rules, regulations, or laws will substitute for a maximum of two years of the required experience.
NOTE:
Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.
NOTE:
Any college hours or degree must be from an accredited college or university.