Tentative Classification Standards issued by the Division of Classification & Compensation are shared with the operating agencies of State government for their consideration and comment. Accordingly, this document that you are viewing is subject to change and will be issued in final form at the completion of the review period.

TENTATIVE

Occ. Code 8522900

 

DIRECTOR PUBLIC WORK WAGE INVESTIGATION, M-3

 

 

New York State Department of Civil Service

 

Classification Standard

 

BRIEF DESCRIPTION OF CLASS

 

The Director Public Work Wage oversees the Bureau of Public Work which enforces the provisions of the Labor Law governing wage rates, including prevailing supplemental rates paid for fringe benefits, and other conditions of employment for workers employed on public work projects.

 

DISTINGUISHING CHARACTERISTICS

 

DIRECTOR PUBLIC WORK WAGE INVESTIGATION: non-competitive; one-position class; directly supervises Investigative Officers 4 (Public Work Wage); reviews and recommends Bureau policies to ensure prevailing wage rates and wage supplements are paid to workers on public construction projects.

 

ILLUSTRATIVE DUTIES

 

Under the direction of the Commissioner of Labor, oversee the promulgation of the Commissioners annual determination of the prevailing wage rates; advise and assist the Department Counsels Office and the Attorney Generals Office on questions concerning the prevailing wage rate and related laws; provide interpretations of policy and law to contractors, municipalities, employee organizations, Bureau staff, DOL staff and other enforcement units; develop and implement policies and procedures for the effective operation of the Bureau of Public Work; respond to inquiries concerning all issues under the Bureaus responsibility; develop legislative proposals in cooperation with the executive staff; review enacted State and federal legislation and develop policies for implementation; review proposed federal and State legislative initiatives and make recommendations on Department policy; render decisions in settlements of prevailing wage violations in controverted cases and disputes; identify and direct training initiatives for Bureau staff;  determine budgetary needs and prepare budget; direct the control of expenditures in accordance with operating needs and budget; direct and monitor special programs and studies as needed to carry out the Departments mandates; and prepare tactical plans to deal with complex cases, issues, and legal questions.

 

MINIMUM QUALIFICATIONS

 

Non-competitive: bachelor's degree and six years of experience developing and maintaining effective working relationships with employers, employer associations, labor organizations, government agencies or other groups concerned with the program. Such experience must involve one or more of the following areas: auditing, payroll administration, or administration of collective bargaining agreements. Three years of this experience must have been at a supervisory level; or one year at a managerial level. A master's degree in industrial and labor relations, public administration, accounting, or business administration may substitute for one year of the specialized experience. A J.D. may substitute for one year of the specialized experience. 

Date:¬† 7/17 

 

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.