CITY OF LITTLE ROCK, ARKANSAS

JOB DESCRIPTION

 

 

JOB TITLE:	Employee Services Manager	POSITION NUMBER(S):	1588
DEPARTMENT:	Human Resources	GRADE:	912
DIVISION:		FLSA STATUS:	1
SECTION/UNIT:		UNION ELIGIBLE:	Nonexempt
REPORTS TO:	Director of Human Resources	EEO CATEGORY:	Officials and Administrators
		EPAS JOB FAMILY:	II

 

 

This job description should not be interpreted as all-inclusive.  It is intended to identify the essential functions and minimum qualifications of this job.  The incumbent(s) may be required to perform job-related responsibilities and tasks other than those stated in this job description.  Nothing in this job description restricts management’s right to assign or reassign job-related responsibilities and tasks to this job at any time.  Certain functions are understood to be essential; these include, but are not limited to, attendance, getting along with others, working a full shift, and dealing with and working under stress.  Any essential function of this class will be evaluated as necessary should an incumbent/applicant be unable to perform the function or requirement due to a disability as defined by the Americans With Disabilities Act (ADA).  Reasonable accommodation for the specific disability will be made for the incumbent/applicant when possible.

 

JOB OBJECTIVE:  Manages the City's employee services functions, which include creating and modifying personnel policies and procedures, serving as hearing officer for grievances and appeals, investigating complaints and coordinating training activities.

 

ESSENTIAL JOB FUNCTIONS:

 

1.         Answers questions and provides technical information regarding the interpretation of City personnel policies and procedures, and formal agreements with recognized employee groups.

 

2.         Acts as liaison to the Civil Service Commission; determines need for meetings; solicits support data for meetings and hearings; writes minutes of Commission meetings.

 

3.         Receives and investigates employee complaints regarding perceived improper interpretation/application of City policies and procedures or formal agreements with recognized employee groups.

 

4.         Serves as hearing officer for grievances and disciplinary action appeals received from non-uniformed employees; interviews witnesses and other key persons involved in the grievance or appeal to determine relevant facts/data.

 

5.         Makes recommendations to the City Manager regarding the disposition of grievances and appeals based on appropriate labor laws, language contained in City policies and procedures, formal agreements, and past practice in similar situations.

 

5.         Receives and responds to Equal Employment Opportunity Commission (EEOC) complaints; researches policies and employment data, including internal affairs investigations; gathers necessary data and ensures the material is complete and accurate; ensures timely response.

 

6.         Conducts research to determine the impact of proposed regulations and laws on City policies and procedures; creates and modifies personnel policies and procedures as required due to changes in federal, state, and local laws or directives from City management.

 

7.         Supervises provision of requested information under Arkansas Freedom of Information statutes to ensure compliance with requests, proper notification of affected employees, and removal of confidential materials from the files.

 

8.         Compiles materials and cost figures for the preparation of the annual Human Resources Department Budget; monitors Departmental budget to ensure budgeted amounts are not exceeded and completes fund transfers as required.

 

9.         Coordinates training activities for City personnel.

 

10.       Reviews requests from supervisors for mandated referrals to Employee Assistance Program (EAP); monitors compliance with mandated referrals.

 

11.       Meets with representatives of recognized employee groups in Meet and Confer sessions to discuss problems or issues not adequately covered by the current negotiated agreements.

 

12.       Reviews, modifies, and develops the performance appraisal system as necessary; provides training to supervisory personnel in the administration of the performance appraisal system.

 

13.       Develops, recommends, and implements performance appraisal procedures.

 

SECONDARY DUTIES AND RESPONSIBILITIES:

 

1.         Develops, recommends, and implements pay for performance procedures based on budget constraints and directives from the City Manager.

 

2.         Makes recommendations to the Director of Human Resources concerning specific negotiation proposals.

 

3.         Analyzes negotiation proposals to determine their feasibility and potential implementation problems; computes the cost of changes in salary rates or benefit programs proposed for negotiations.

 

4.         Conducts research for the preparation of language proposals, taking into account past practice and relevant labor laws; prepares the wording for language to be included in negotiated agreements.

 

5.         Serves as Chairperson of the Catastrophic Leave Bank Committee; prepares supporting confidential document for leave requests; calculates leave need projections.

 

6.         Supervises the development and maintenance of the Human Resources Department Internet Web Site.

 

7.         Serves as a member of the City’s negotiating team with all employee groups; ensures that minutes of negotiating sessions are correct; prepares contracts for publication reflecting language agreed to by both parties.

 

8          Performs other related duties as required.

 

SECONDARY DUTIES AND RESPONSIBILITIES:

 

1.         Performs other related duties as required.

 

SUPERVISORY RESPONSIBILITIES:  Provides general supervision to the Office Assistant III and Human Resources Documents Specialist.

 

MINIMUM QUALIFICATIONS:

 

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:

 

Knowledge of budget processes.

 

Knowledge of standard office practices and procedures.

 

Knowledge of computer fundamentals and business software, including database, spreadsheet, and word processing software.

 

Knowledge of hard copy and computer filing and record-keeping systems.

 

Knowledge of research methods and techniques.

 

Knowledge of performance appraisal systems.

 

Knowledge of personnel administration methods and techniques.

 

Knowledge of personnel policies and procedures.

 

Knowledge of Civil Service Commission Rules and Regulations.

 

Knowledge of the City’s Administrative Personnel Policies and Procedures.

 

Knowledge of applicable City-wide and Departmental policies, procedures, and ordinances.

 

Knowledge of descriptive and inferential statistics.

 

Skill in the operation of a computer terminal and microcomputer, utilizing database, spreadsheet, and word processing software.

 

Skill in the operation of a ten-key calculator.

 

Ability to investigate and solve software and hardware problems by consulting with publishers and researching literature.

 

Ability to analyze and interpret research findings.

 

Ability to develop administrative policies and procedures.

 

Ability to prepare detailed narrative and statistical reports.

 

Ability to maintain hard copy and computer filing and record-keeping systems.

 

Ability to read and interpret City personnel policies and procedures and negotiated agreements.

 

Ability to hear grievances and appeals and reach an unbiased decision based on facts.

 

Ability to compute the cost of proposed changes in salary rates and benefit plans.

 

Ability to create and modify personnel policies based on changes in laws and regulations.

 

Ability to analyze negotiation proposals for feasibility and the effects of implementation.

 

Ability to prepare the wording for language to be included in negotiated agreements.

 

Ability to interpret laws and regulations.

 

Ability to monitor budget expenditures and determine annual budget requirements.

 

Ability to perform mathematical calculations.

 

Ability to assign and direct the work activities and monitor the performance of assigned personnel.

 

Ability to communicate effectively, both orally and in writing.

 

These knowledge, skills, and abilities are usually, although not always, acquired through completion of a Bachelor’s Degree in Business Administration, Public Administration, Human Resources Administration, or a related area;  four (4) years of personnel administration experience or a related area;  two (2) years of supervisory experience.  Equivalent combinations of education and experience will be considered.

 

 

PHYSICAL REQUIREMENTS:

 

The physical activities marked below are representative of those that will be required on a regular basis  to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

	YES	NO
work involves lifting, pushing, pulling or carrying 40 pounds or more	ü	ü
work involves the operation of earth-moving equipment or commercial motor vehicles
work involves the operation of non-commercial motor vehicles
work involves the operation of tools such as axes, shovels, sling blades
work involves the operation of motorized equipment such as chain saws, power saws, jackhammers, lawn mowers, tractors
work involves stooping, bending, twisting, or reaching out in unusual positions
work involves climbing or running
works above ground or floor level, such as on stools or ladders
works in a relatively high average degree of temperature over a long period of time
work involves considerable physical exertion of the whole body over a long period of time
work requires near vision (20 inches or less)
work requires distance vision (20 feet or more)
work involves detection of color differences
work involves determination of the correct location of a sound, such as footsteps
work involves hearing and understanding conversation or sounds

 

 

Updated:    December 2001

analyst        PW