This series analyzes and evaluates positions in the Executive Branch of State service to assure the proper classification of such positions and to set appropriate compensation for them. At the higher levels in the series positions manage and administer classification activities and programs. This series is classified only in the Division of Classification and Compensation of the Department of Civil Service.
SENIOR CLASSIFICATION AND PAY ANALYST: entry level; evaluate moderately complex requests in a variety of occupational fields; requires completion of a two-year traineeship.
ASSOCIATE CLASSIFICATION AND PAY ANALYST: full performance level; evaluate all kinds and levels of positions and organizations; perform many of the same activities as the Senior level, but cases may have widespread interagency ramifications and involve complicated organizational relationships; represent the Division on intra and interdepartmental committees; lead major classification studies.
PRINCIPAL CLASSIFICATION AND PAY ANALYST: first supervisory level; serve as overall assistant to a Chief Classification and Pay Analyst.
CHIEF CLASSIFICATION AND PAY ANALYST: section head; plan, direct, and supervise a technical section serving a group of State agencies.
ASSISTANT DIRECTOR, CLASSIFICATION AND COMPENSATION: one position class; serves as overall second in charge of the work of the Division; directs and supervises the technical and support staff; assists the Director in developing and carrying out policy.
DIRECTOR, CLASSIFICATION AND COMPENSATION: one position class; plans, organizes, and directs all Division activities, establishes policy, and sets priorities consistent with statutory responsibility and Department mission.
The Personnel Administrator series performs and manages the full range of personnel activities in a personnel office of a State agency.
Other series classified in the Department of Civil Service, such as Employee Insurance Representatives, Municipal Personnel Consultants, Personnel Examiners, and Staffing Services Representatives, are specialists in a particular area of personnel and merit system administration.
SENIOR CLASSIFICATION AND PAY ANALYST: analyzes requests to classify and allocate new positions or change the classification or allocation of existing positions and classes; gathers information from records, interviews, and job audits; discusses requests with agency personnel officers and program managers; prepares a written analysis of the information gathered and comparisons to other positions and classes and recommends course of action; discusses recommendations with supervisory staff; prepares letters to agencies describing the reasons for determinations; prepares classification specifications and standards; analyzes requests for increased minimum salaries; participates in teams and special projects, such as evaluating occupations, conducting training for agencies, and reviewing major title consolidation proposals; performs a variety of related activities, such as reviewing transfer appropriateness determinations, determining negotiating unit assignments for new classes, and recommending qualifications; and attends meetings and conferences related to work activities.
ASSOCIATE CLASSIFICATION AND PAY ANALYST: reviews independently the most complex cases; serves as lead analyst for major classification studies and projects; represents the agency on inter and intra departmental committees concerned with resolving broad issues in personnel administration or labor relations; manages large scale occupational studies of classes and class series to determine title consolidation opportunities and allocation changes; meets with executive and management staff of client agencies to discuss classification requests, anticipated or proposed changes in organizations and staff, and other personnel matters; may serve as a Division expert about certain occupations and classification and compensation issues; and performs duties as described for Senior Classification and Pay Analyst.
PRINCIPAL CLASSIFICATION AND PAY ANALYST: reviews incoming title and salary requests to determine the scope and depth of analysis needed and assigns cases to analysts, making suggestions regarding the conduct of the analysis; provides guidance and assistance to analysts in conducting fact gathering and analysis; reviews staff work for completeness, clarity, soundness of conclusions, and practicality of recommended courses of action; personally conducts the analysis of requests about policy making positions and major reorganizations or requests where decisions may have major ramifications; participates in or conducts conferences with agency and departmental staff. When assigned to special studies activities, manages research and salary surveys for the Division and the preparation and approval of classification standards and specifications.
CHIEF CLASSIFICATION AND PAY ANALYST: under the general supervision of the Assistant Director, plans, assigns, supervises and evaluates the work of a group of subordinate analysts; manages classification and salary analysis and related merit system activities for a large group of State agencies; meets with and represents the Division with agency personnel and program staff and high-level administrators, staff of other divisions, the Division of the Budget, and the Civil Service Commission; assists agencies with classification and related personnel issues; analyzes the more complex classification and salary requests; makes final determinations on new position and reclassification requests not involving deviations from policy; discusses classification, salary, and procedural problems with the Assistant Director and Director and assists them in the formulation of policy and the day-to-day management of the Division; and trains and develops staff to assure their technical competency and prepare them for potential advancement.
ASSISTANT DIRECTOR, CLASSIFICATION AND COMPENSATION: assists in the overall management of the Division and development of Division and Department policy; advises section heads and other technical staff about unusual classification, salary, or procedural problems and works directly with agencies to effect positive results; reviews work of technical sections to ensure conformance with Division policy, established classification and compensation work standards, and workload management goals; assures that the work of the Division is coordinated with other units within the Department to provide optimum service to operating agencies; represents the Division and Department with oversight agencies, including the Division of the Budget, the Comptroller's Office, and the Office of Employee Relations, the Civil Service Commission, other government organizations, professional organizations, unions, and employee groups; makes or approves determinations for all requests for new titles, reallocation, and salary supplementation; reviews and approves new and revised classification standards and specifications; reviews and approves recommendations for out-of-title work grievances; oversees and participates in technical training for Division and operating agency staff; develops and improves classification practices; and performs and supervises administrative activities for the Division, including budget preparation, equipment purchase, employee selection, and performance evaluation.
DIRECTOR, CLASSIFICATION AND COMPENSATION: assures that all classification and compensation determinations meet the statutory provisions of Article 8 of the Civil Service Law and are consistent with Department policy and sound personnel management principles; consults with the Commissioner of the Department about major policy issues, such as substantial changes in the State's compensation policy or classification structure; sets Division policy, procedures, and priorities and guides staff in their implementation; plans, directs, and coordinates the work of the Division; meets with agency heads and their representatives, employee groups, union officials, and the Civil Service Commission to explain Division policy and objectives and to discuss particular classification and compensation issues; makes or approves determinations for all requests for new titles, reallocation, and salary supplementation; reviews and approves new and revised classification standards and specifications; reviews and approves recommendations for out-of-title work grievances; provides advice and assistance to the Commissioner and Executive Deputy Commissioner; and advises and assists the Governor's Office of Employee Relations with collective negotiations and contract administration.
SENIOR CLASSIFICATION AND PAY ANALYST
Open Competitive: Bachelor's Degree and completion of a two-year traineeship.
ASSOCIATE CLASSIFICATION AND PAY ANALYST
Promotion: one year of service as a Senior Classification and Pay Analyst.
PRINCIPAL CLASSIFICATION AND PAY ANALYST
Promotion: one year of service as an Associate Classification and Pay Analyst.
CHIEF CLASSIFICATION AND PAY ANALYST
Promotion: one year of permanent service as a Principal Classification and Pay Analyst.
ASSISTANT DIRECTOR, CLASSIFICATION AND COMPENSATION
Promotion: one year of permanent service as a Chief Classification and Pay Analyst.
DIRECTOR, CLASSIFICATION AND COMPENSATION
Promotion: one year of permanent service as Assistant Director,
Classification and Compensation.