DIRECTOR PERSONNEL D, M-1 |
1443100 |
|
DIRECTOR PERSONNEL C, M-2 |
1443200 |
|
DIRECTOR PERSONNEL B, M-3 |
1443300 |
|
DIRECTOR PERSONNEL A, M-4 |
1443400 |
Classification Standard
A Director Personnel, under the supervision of a Director Human Resources Management or equivalent administrator, is responsible for planning, directing and evaluating the personnel program of a State agency. In this capacity, the incumbent of a position in one of these classes supervises professional administrative, clerical, and, occasionally, technical employees, who perform specific staffing, position classification, staff development, employee services and general support activities in recruiting, developing and maintaining a competent workforce of adequate size to achieve the agency's goals and objectives.
Positions are located in almost all major State agencies.
Director Personnel positions are characterized by responsibility for an organized personnel program involving three major program areas:
1. Staffing services, which consist of recruitment, examining and placement activities.
2. Position classification and compensation.
3. Employee services such as employee insurance programs, health and safety programs, employee counseling, merit award programs, etc.
In addition, Directors Personnel may be responsible for staff development and training activities or for supervising preparation of the agencys payroll. Directors or their staff may assist in carrying out portions of their agencies employee relations programs, particularly the handling of disciplinary cases and certain grievances.
Positions having responsibility for all labor relations and staff development activities in addition to the above activities are classified as Director Human Resources Management. Labor relations specialists are classified within the Agency Labor Relations Representative series, and directors of staff development programs are classified under titles varying with the nature of specialized duties and responsibilities. Positions in the Department of Civil Service and in the Office of Employee Relations, Executive Department, responsible for merit system administration and central guidance and control in the areas of personnel, labor relations and staff development, are classified under a variety of specialized titles.
Four levels of positions, designated by the letters A, B, C, or D, are classified under the basic title of Director Personnel in accordance with a point factor system. The differentiating factors among these levels are the range and complexity of program and the size of the agency. Numerical points are assigned to these factors as follows:
RANGE AND COMPLEXITY OF PROGRAM
Activity Range of Responsibility Degree of Complexity
General Support 5 or 10 --
Staffing* 10, 20 or 30 1, 2, 3 or 4
Staff Development 5, 10 or 20 1, 2, 3 or 4
Employee Services 5 or 10 --
*Encompasses staffing services and classification and compensation functions.
Points are assigned for the range of responsibility and the degree of complexity determined on the basis of reviews made by specialists in the Department of Civil Service and the Office of Employee Relations who are familiar with the particular agencys program. If the position clearly has no responsibility for a particular activity, no points are given; otherwise points for each activity in the amounts shown are applied commensurate with the degree of responsibility the position has for that activity.
Degree of complexity is not applied to either of the activities General Support or Employee Services, it having been determined that the complexity of these activities does not vary significantly among the various agency personnel programs.
Degree of complexity is applied, however, to the activities of Staffing and Staff Development, with the result that the points given for the range of responsibility for these two activities may be increased by application of the numerical factor corresponding to the degree of complexity of the particular activity. The complexity of the various elements of an agencys manpower program bears a direct relationship to the nature and character of the agency and its mission. Such specific aspects of the agency's operation as scope of service provided, program's impact on public, geographic dispersal of employees shortage occupations, militancy of employee groups, relationship with localities and the federal government, workload fluctuations, variety of organizational structure, frequency of program changes and various other elements are weighed to arrive at the appropriate degree of complexity to be applied.
The total number of points assigned to each activity for a particular position is the amount of the points given within the range of responsibility multiplied by the numerical factor representing the degree of complexity, except for General Support and Employee Services. Thus, for example, if the Staffing activity rating were determined to be 30 and its degree of complexity 3, the total points given for the combination of the activity and its complexity would be 90.
SIZE
The size factor is recognized by the assignment of point values in accordance with the following scale:
|
Size of Agency |
|
|
(Number of Positions) |
Points |
|
|
|
|
Under 1,000 |
10 |
|
1,000 1,999 |
20 |
|
2,000 2,999 |
30 |
|
3,000 3,999 |
40 |
|
4,000 4,999 |
50 |
|
5,000 5,999 |
60 |
|
6,000 6,999 |
70 |
|
7,000 7,999 |
80 |
|
8,000 8,999 |
90 |
|
9,000 9,999 |
100 |
|
10,000 14,999 |
110 |
|
15,000 19,999 |
120 |
|
20,000 24,999 |
130 |
|
25,000 29,999 |
140 |
|
30,000 and over |
150 |
POINT RANGES
The following represents the ranges of points assigned to each level of Director:
Level Range of Points
A 225 and above
B 150 224
C 100 149
D Below 100
Plans, organizes, develops and directs a State agencys personnel program.
- Under policy direction, determines the scope of a personnel program and develops implementing policies and procedures.
- Represents the agency in resolving major issues with such agencies as the Department of Civil Service and the Division of the Budget.
- Develops and directs a program to evaluate the effectiveness and efficiency of the agencys personnel program.
Within the framework of the Civil Service Law and the policies of the Division of Classification and Compensation, develops and maintains a State agencys classification plan.
- Supervises the maintenance of a complete inventory of position descriptions along with job requirements.
- Reviews organizational relationships and the impact of changing programs to identify classification and staffing implications.
- Supervises and develops procedures governing the gathering of job information in the conduct of job audits, conferences with supervisory and management staff, etc.
- Supervises and develops procedures governing the submission of requests to the Division of Classification and Compensation for new positions and for changes in title and salary for existing positions.
- Serves as an advisor to agency management in matters relating to staffing, appropriate titles, salaries, and job requirements.
Directs and coordinates a State agencys recruitment program.
- Supervises an ongoing program of identifying agency staffing needs compared with available resources.
- Corresponds with potential applicants and organizations which might prove useful in providing interested candidates for hard-to-fill positions.
- Attends conferences and may address professional, administrative and/or technical organizations for the purpose of obtaining candidates for present and/or future vacancies.
Develops and maintains a State agencys examination program in cooperation with and under the general guidance of the Department of Civil Service.
- Supervises and develops agency procedures for the purpose of analyzing jobs and determining the skills, knowledges and abilities for which testing devices must be developed.
- In conjunction with examiners from the Department of Civil Service, develops the form and the scope of the examination and a validation program.
- Prepares and/or reviews examination questions or recommends expert examiners to the Department of Civil Service.
- Serves as an oral examination panel member as requested by the Department of Civil Service.
- As authorized by the Department of Civil Service, supervises the conduct of decentralized examinations.
Develops policies and practices for the appointment and assignment of personnel and for their evaluation.
- Supervises and develops procedures for canvassing eligible lists; interviewing eligible candidates to determine suitability for positions; and arranging for line supervisory participation in employment interviews.
- Develops effective procedures for probational work performance and for annual work evaluation ratings and appraisals.
- May personally review work evaluation reports to identify potential problems.
- May confer with program managers for the purpose of discussing alternative solutions for improving the work performance of certain employees.
Directs and coordinates the agencys Affirmative Action Program.
- Evaluates agency program needs in relation to any imbalance in the workforce.
- Supervises and develops procedures for surveying the agency workforce; identifying racial and sex imbalances; evaluating the cause of such imbalances; and actively pursues an intensive recruitment program to correct them.
- May represent agency at hearings concerned with alleged discriminatory practices.
Oversees the processing and maintenance of personnel and pay records.
- Supervises the development and maintenance of a position or item control system to insure the most efficient and effective utilization of agency staff.
- Supervises the processing of personnel transactions to insure compliance with the Civil Service Law, and its rules and regulations.
- May supervise the preparation of the agencys payroll.
Provides for the effective administration of a number of employee oriented services.
- Supervises the administration of the employee insurance program, the merit award program and agency health and safety programs.
- Develops procedures to insure effective communication of all personnel services to employees.
- Supervises or conducts a job adjustment and pre-retirement counseling program.
May be responsible for developing and supervising the agencys staff development and training program.
- Identifies staff development and training needs and develops a comprehensive plan to meet such needs.
- In consideration of contractual labor agreements and the Department of Civil Service programs, supervises and administers a comprehensive staff development and training program including such things as rotational assignments, on-the-job training, orientation, etc.
Under policy direction, may be responsible for participating as a member of managements team in the negotiation process and in Labor/Management committee discussions where the subject is directly related to the personnel program; may investigate and hold hearings on disciplinary and grievance matters. May administer the agencys attendance and leave program under the guidance provided by specialists in the Department of Civil Service and in the agencys labor relations office.
The activities of a Personnel Office require almost constant written and oral communication with agency program managers and unit supervisors in agencies such as the Departments of Civil Service, the Office of the State Comptroller and the Division of the Budget. The Director in relating to these agencies explains and supports both in oral and in written form personnel and agency program policies and goals and resolves difficult issues in such areas as classification, and examinations which are critical to the agencys program.
Within the agency, the Director is responsible for explaining agency personnel programs and policies to program managers; establishing rapport with them and demonstrating to them sufficient expertise to insure their confidence in the personnel program as a useful management tool. Furthermore, since certain agreements resulting from Labor/Management negotiations result in their being implemented within the personnel program, the Director has frequent oral and occasional written communication with agency labor relations personnel for the purposes of providing information, understanding agreements and coordinating activities.
Directors Personnel perform duties of the highest level of competence within an agency in the field of personnel administration. As such, the Director works under only policy direction from a higher level administrator, usually an Administrative Officer or a Director Human Resources Management. Normal day-to-day personnel activities are not reviewed except within the framework of their overall contribution to the departments mission. Special assignments having major program implications are usually more directly supervised by a higher level supervisor in that specific projects are assigned, periodic reports are reviewed and formal contacts with control agencies are conducted at a level above the Director Personnel.
Within the Personnel Office, the Director assigns and reviews all activities of each major functional unit and from time to time takes the lead in complex assignments having an impact on a major program of the agency.
- Good knowledge of the principles and practices of personnel administration particularly as practiced under the provisions of the New York State Civil Service Law and Rules.
- Good knowledge of the provisions of the New York State Civil Service Law and Rules.
- Working knowledge of modern management principles.
- Working knowledge of organizational principles.
- Basic knowledge of human behavior.
- Working knowledge of the State agencys formal and informal organization and lines of communication.
- Basic knowledge of laws, rules, policies, etc. governing the State agencys relationships with other public agencies.
- Working knowledge of New York State Classification and Compensation Plan, the total recruitment and selection process, the placement process, EEOC requirements and various employee services.
- Ability to prepare detailed and complex correspondence for the purpose of explaining and supporting the agencys personnel and/or program decisions and recommendations.
- Ability to supervise a staff of both administrative and clerical employees.
- Ability to establish rapport with agency staff in order to interview, select and counsel employees and to gather information about jobs and programs.
- Ability to analyze information gathered for the purpose of developing recommendations and/or making decisions.
- Ability to orally present and support personnel and organizational requests and plans.
These positions are filled by promotion in the following manner:
1. Positions at the B, C and D levels require one year of experience in a personnel administrative position at Grade 23 or higher.
2. Positions at the A level require one year of the above-mentioned experience at Grade 27 or higher.
Reviewed: 3/03
NOTE: Classification Standards illustrate the nature, extent and scope of duties and responsibilities of the classes they describe. Standards cannot and do not include all of the work that might be appropriately performed by a class. The minimum qualifications above are those which were required for appointment at the time the Classification Standard was written. Please contact the Division of Staffing Services for current information on minimum qualification requirements for appointment or examination.