10. Budget Program Number Employee Name (leave blank if position vacant) 11. Present Civil Service Title / FLSA code (if existing Position

Size: px

Start display at page:

Download "10. Budget Program Number Employee Name (leave blank if position vacant) 11. Present Civil Service Title / FLSA code (if existing Position"

Benedict Bennett Harvey
5 years ago
Views:

1 DA (Special) Rev (KDOT) Position Description State of Kansas Department of Administration DIVISION OF PERSONNEL SERVICES Read each heading carefully before proceeding. Make statements simple, brief, and complete. Be certain the form is signed. Send the original to KDOT Bureau of Personnel Services. CHECK ONE: NEW POSITION EXISTING POSITION Agency # PART I - Position Information 1. Agency Name KS Dept. of Transportation 9. Position Number / K Budget Program Number Employee Name (leave blank if position vacant) 11. Present Civil Service Title / FLSA code (if existing Position position) Human Resource Professional II / Non Exempt 3. Division 12. Proposed Civil Service Title Operations 4. Section District III For use by Personnel Office 5. Unit 13. (a) Allocation (b) FLSA code Admin. District Office 6. Location (address where employee works) 14. Effective Date City Norton County Norton 7. (Check appropriate items) 15. By Approved Full time X Regular X 100% 16. Audit Date: Part time Temp Date: 8. Regular hours work: (check appropriate time) 17. Position Review Date: FROM: 8:00 AM TO: 4:30 PM Date: PART II Organizational Information 18. (a) Briefly describe why this position exists. (What is the purpose, goal or mission of this position?) (b) If this is a request to reallocate a position, briefly describe the reorganization, reassignment of work, new function added by law or other factors which change the duties and responsibilities of the position. Position serves as the Human Resource Administrator for District Three. Position is responsible for providing technical expertise which requires analytical thought and a high degree of concentration in multiple human resource areas including but not limited to Employment, Benefits, Employee Relations, Recruitment and Classification. 19. Who is the supervisor of the position? (Who assigns work, conducts performance reviews, gives directions, answers questions and is directly in charge?) Name Civil Service Title KDOT/SHARP Position Number Bureau Chief / K a) How much latitude is allowed the employee in completing the work? b) What kinds of instructions, methods and guidelines are given to the employee in this position to help do the work? c) State how and in what detail work assignments are made. a) Limited latitude is given for independent judgement in the interpretation of application of statutes, regulations, policies, and procedures in accomplishing the work. b) Guidelines, methods, and instructions include KDOT policies, state statutes, state regulations, federal regulations, and various other sources. Guidance is also provided by Bureau of Personnel Services, District Senior Manager, Fiscal Services, and Chief Counsel s Office. c) Employee is free to plan, develop, and organze work within department policies and procedures, and statutes. (d) Check the statement which best describes the results of error in action or decision of the employee: Minimal property damage, minor injury and/or minor disruption of the flow of work. Moderate loss of time, injury, damage and/or adverse impact on health and welfare of others. Major program failure, major property loss and/or serious injury. Loss of life and/or disruption of operations of a major agency. Give examples: An error or misinterpretation could adversely impact employee s employment, benefits, and pay.

2 21. Describe the work of this position using this page or one additional page only. Use the following format for describing job duties: What is the action being done (use an action verb)? To whom or what is the action directed (object of action)? Why is the action being done (describe the expected result or outcome)? *How is the action being done (describe the manner, methods, techniques or procedures by which the task is currently performed). For each task state: Who reviews it? How often? What is it reviewed for? Number each task, indicate percent of time and identify each function as essential or marginal by placing an E or M next to the % of time for each task. Essential Functions are the primary job duties for which the position was created (see 18a) and that an employee must be able to perform, with or without reasonable accommodation. A marginal function is a peripheral, incidental or minimal part of the position. No. % E/M It is expected that the person in this position will provide effective leadership to their assigned work unit. This includes such things as leading by example, providing performance objectives, mid year performance feedback discussions, timely performance reviews, coaching and counseling, discipline, and providing employee development opportunities for employees under your supervision. As Human Resource Manager for District Three, position is responsible for providing technical expertise in multiple human resource programs including employment, benefits, equal employment opportunity, employee relations and classification per delegated authority. Supervises the Administrative Specialist (District Personnel/Payroll Clerk) in various human relations procedures and transactions. Provides functional leadership and guidance to Area Office personnel regarding human resource practices, procedures and policies % E % E 3. 10% E 4. 10% E 5. 10% E 6. 10% E Oversees multiple Human Resource functions including, but not limited to, preparation, processing, and data entry of personnel and payroll transactions which includes employment documents, insurance and benefit forms, retirement, terminations, verifying payroll to assure correct coding and pay. Interprets policies and advises supervisors, Dist. Staff, Area Office Managers and employees regarding various coding and procedures regarding emergency, holiday, premium pay and overtime. Oversees the maintenance of confidential files including personnel and medical files, grievance files, recruitment files. Serves as District Three s LMS Power User coordinating the creation, enrollment and completion of training classes for the district, analyzes and manipulates data, generates reports. Provides direction to Dist. Staff, Area Office Staff and the Dist. Administrative Specialist (Personnel/Payroll Clerk) on procedures and policies required to complete human resource documents, transactions, and payroll data accurately. Analyzes a variety of human resource management issues to identify and provide solutions to problem areas. Serves as first point of contact for human resource problems and resolves issues and concerns, disciplinary actions, grievances or other workplace disputes within the district. Conducts initial investigation as requested and reports findings. Composes and prepares disciplinary letters and other correspondence insuring that KDOT policies and state statutes are adhered to. Consults with BPS for guidance in determining appropriate action. Presents case information in dismissal hearings and other disciplinary actions to Senior Manager and/or Director of Operations. Reviews District Employee and Manager Performance Reviews and provides guidance to supervisors regarding objectives, setting clear performance expectations, and creating employee development plans. Analyzes documentation to insure appropriate steps are being followed in addressing and correcting deficient work performance or personal misconduct. Counsel s supervisors and employees regarding the evaluation appeal process. Oversees district personal injury reporting and data entry. Analyzes medical documents, doctor s statements, Work Capacity Forms and assists supervisors in making reasonable work accommodations and returns-to-work. Cooperates and assists with Workers Comp. investigations, provides testimony in Workers Compensation hearings. Counsels employees upon MMI on alternatives with regards to accommodations such as benefit options, current vacant positions. Manages FMLA and Shared Leave program by overseeing documentation and providing guidance and policy interpretation to employees and supervisors. Administers and monitors the District s Drug and Alcohol Testing program in accordance with regulation. Instructs the Administrative Specialist and the Area Office Managers on policy and procedures required on the scheduling of CDL required drug and alcohol tests and coordinates with monitors on random and other testing. Oversees the Dist. Administrative Specialist and Area Office Managers in providing test results to employees and supervisors. Provides consultation to employees regarding positive drug test results and ensures appropriate actions are followed, such as removal from safety sensitive functions, education/training program, follow-up tests. Coordinates District Three s recruitment process including tracking position vacancies, prepares Requests to Fill forms, processes interview sheets, reference checks, and notification letters. Provides guidance to interview teams in their efforts to hire qualified candidates, reviews interview questions for appropriateness. Posts job advertisements in SHaRP and composes external and certain internal advertisements as delegated by BPS. May serve on interview teams to assure fair and objective interviews are being conducted. Oversees Affirmative Action efforts to recruit qualified under-represented applicants by posting KDOT Advertisements and placing brochures in various locations throughout the District.

3 7. 10% E 8. 5% E 9. 5% E Develops and presents formal or informal training to employees relative to drug and alcohol, retirement, new employee orientation, interviewing, EEO, and workers compensation. Ensures supervisory training requirements are met by analyzing statistical data and coordinating and scheduling training programs. Reviews personnel related SOM s for content feasibility, provides input and recommendations on policy and procedure changes. Analyzes classifications requests for District Three. Prepares classification documentation which includes updated position description, comparison position descriptions, updated organization chart, classification worksheet. Oversees or processes routine reclassifications as delegated by BPS. Manages District Position Description Inventory to insure all PD s are accurate and up-to-date. Conducts position audits as requested to determine the propriety of the classification requested for those positions. Performs other duties as required. E Must be capapble of performing the essential physical functions detailed in Section 28. The description of how the work is to be performed does not preclude the consideration of reasonable accommodations for qualified persons with disabilities.

4 22. a) If work involves leadership, supervisory, or management responsibilities, check the statement which best describes the position. Lead worker assigns, trains, schedules, oversees, or reviews work of others. Plans, staffs, evaluates, and directs work of employees of a work unit. Delegates authority to carry out work of a unit to subordinate supervisors or managers. b) List the titles and position numbers of all persons who are supervised directly by the employee on this position. Civil Service Title KDOT / SHARP Position Numbers 23. For what purpose, with whom and how frequently are contacts made with the public, other employees or officials? Contacts are made with BPS, Fiscal Services, and Chief Counsel with regards to human resources issues. Contacts are made with district employees to advise, counsel, and provide guidance regarding multiple human resources program. Contacts are made with the public with regards to employment matters such as application and affirmative action efforts. 24. What hazards, risks or discomforts exist in the job or work environment? Frequent exposure to extreme cold/heat wet/humid conditions. Exposure to mechanical parts such as but not limited to, muffler, exhaust pipes, and other radiant energy equipment. Exposure to noise, vibrations, fumes, odors, gases, dust and/or poor ventilation. Works in traffic. Other: Minor discomforts due to room temperature, lighting, ventilation. 25. List machines or equipment used regularly in the work of this position. Indicate the frequency with which they are used. Computer daily Scanner - occasionally Calculator daily FAX machine occasionally Copy machine daily State vehicle occasionally

5 Attending to Human Resource Needs PART III -- Education, Experience and Physical Requirements 26. REQUIRED CLASS SKILLS (see class specifications) 27. SPECIAL REQUIREMENTS a) Indicate any license, registration, certification, etc. required for this position: Professional Civil Engineer License Engineer in Training Certificate Survey License CDL - Employee must attain a Commercial Drivers License with required endorsements or options within 60 days of hire, and maintain it, unless the time is extended by the District Engineer in accordance with SOM (This statement is for Equipment Operator positions.) CDL - Employee must attain a Commercial Drivers License with required endorsements or options within 60 days of hire and maintain it unless the time is extended or the employee is exempted by the District Engineer, Bureau Chief, or Division Director in accordance with SOM (This statement is for CDL positions other than Equipment Operators.) Other - Kansas Drivers License b) List preferred education or experience that may be used to screen applicants. 28. ESSENTIAL PHYSICAL FUNCTIONS/DUTIES duties that are fundamental to the position based on the function and the results to be achieved, rather than the manner in which they are being performed. Duties that are directly related to the reason the position exists and cannot be reassigned without changing the nature of the position. All job duty physical demands are essential physical functions of this position and the employee must be able to perform them. Definition of Frequency: Occasional = 1-33% (1 100 reps) Frequent = 34-66% ( reps) Continuous = % (500+ reps) Job Duty Job Duty Physical Demands/Comments Weight/ Force Frequency Sit At a seated computer workstation: In occasional meetings. N/A Continuous Stand To use printer, fax, scanner, file, etc. N/A Occasional Walk To access printer, fax, scanner, etc. N/A Occasional Bilateral Hand Coordination To use computer keyboard and mouse. N/A Frequent Reach, above shoulder 54 to access binders on shelves over desk. N/A Occasional Crouch or Bend To access files out of bottom file cabinets. N/A Occasional Lift, Floor Waist To access files out of bottom file cabinets (most < 10 lbs). 10 lbs Occasional Lift, Waist-Shoulder To access/handle boxes of miscellaneous items, possibly including but not limited to, KPERS statements, service awards, supplies, largest binders (<15 lbs) from desktop to shelf above desk. 20 lbs Occasional PART IV -- Signatures Signature of Employee Date Signature of Personnel Official Date Signature of Supervisor Date Signature of Appointing Authority Date

Preferred Education, Experience or Other Qualifications

Preferred Education, Experience or Other Qualifications KITSAP COUNTY invites applications for the position of: HUMAN RESOURCES ANALYST SALARY: $27.32 - $34.87 Hourly $56,825.60 - $72,529.60 Annually OPENING DATE: 06/08/15 CLOSING DATE: 07/17/15 11:00 PM GENERAL