Classified Administrative Job Description

SUMMARY: Directs, plans, and supervises the services, activities, and functions of the Classified Personnel Services Department for the Personnel Commission, and assists the County Superintendent of Schools in the functions performed by the Human Resources Branch; develops and recommends policies and procedures to the Personnel Commission, Office administration, and employee group representatives; oversees recruitment, examination, eligibility determination, and selection activities; administers the classification and salary plans for the classified service; manages, organizes and coordinates employment support programs including, substitute recruitment and staffing, applicant live scan fingerprinting, and related special projects as assigned; schedules and organizes employee disciplinary hearings; serves as expert resource for questions and counsel; serves as Secretary to the Personnel Commission; and performs all other related duties.

40% CLASSIFIED PERSONNEL ADMINISTRATION

Under the direction of the Personnel Commission, directs and participates in the preparation of recruitment programs, applicant examinations, and selection activities; ensures the validity and reliability of employment examination components; oversees the preparation of eligibility, transfer, and reemployment lists as well as confidential files and records; administers classification and compensation plans; reviews classified personnel actions for compliance with law and rules; responds to requests for advanced salary step placement; conducts classification and wage studies, prepares narrative reports, and makes recommendations to the Commission; monitors classified position control, progressive discipline actions, seniority, layoff, and reemployment activities; develops, recommends, and implements rules, policies, and practices related to the classified service personnel program in accordance with Merit System Rules and provisions of the Education Code; serves as Secretary to the Personnel Commission; prepares and coordinates agenda and supporting documents for Commission meetings; schedules and organizes employee disciplinary hearings; responds to complaints related to Personnel Commission functions; prepares, administers, and monitors expenditures of the Commission's budget; and develops and maintains working relationships with Office administrators, employees, employee group representatives, community groups, and others concerned with fair employment.

25% HUMAN RESOURCES PROGRAMS

Administers human resources programs relating to substitute applicant orientation, recruitment, selection, and staffing; manages and coordinates applicant live scan fingerprinting operations and special projects as assigned; approves new job categories and salary rate adjustments for non-regular personnel; researches and remains abreast of issues related to human resources employment functions; coordinates activities with clients as needed; develops, recommends, and proposes policies, rules, and practices related to assigned programs; administers, monitors, and projects basic and revenue budgets; and oversees and authorizes interagency and maintenance agreements.

15% TECHNICAL ASSISTANCE

Provides responsible staff assistance to the Personnel Commission and the Assistant Superintendent, Human Resources; advises Office managers, employees and employee group representatives; responds to technical and general questions; discusses classified labor agreements/merit system rules and employment policies and practices; implements, justifies, or defends decisions; resolves classified personnel issues; and prepares statistical and narrative reports.

15% SUPERVISION

Selects, directs, assigns, monitors, and evaluates technical, secretarial, and other support staff.

5% RELATED ACTIVITIES

Performs all other related duties.

DECISION-MAKING AND PROBLEM-SOLVING: Hears protests and makes determinations relative to screening candidates, examinations, ranking on eligibility lists, and other sensitive matters; determines examination content, procedures, and validation methods; determines alternate methods for applicant testing; interprets Merit System Rules and related classified contract provisions; conducts position studies and recommends class titles, specifications, and salary assignments; determines initial salary step placement for new employees; develops, and implements strategies to improve recruitment and employee retention; and provides informal resolution of problems that arise involving managers, employees, and employee representatives. Participates in forecasting trends and long-term planning for major unit of Office; implements long-term plans in division; requires the use of non-traditional approaches to problem-solving; recommends new or revised standards, policies, etc.; uses specialized techniques in analysis of collected data; situations are varied and frequently highly complex; and makes program decisions that frequently have major impact on the entire Office.

REQUIRED MINIMUM SKILLS AND ABILITIES: Knowledge of the principles and practices of human resources administration including position classification, salary administration, recruitment, examination, and selection; knowledge of appropriate laws, legislation, court rulings, codes, regulations, and policies related to collective bargaining, affirmative action, and fair employment; knowledge of management, organization, and employee supervision; skill in personnel research methods and techniques, and proper report writing, methods, and techniques. Ability to interpret and apply a wide variety of rules and regulations relating to the Merit System administration as per State Education Code; ability to schedule and organize employee disciplinary hearings; ability to select, direct, train, monitor, and evaluate management and support staff; ability to formulate and execute policies, rules, and procedures in a fair and impartial manner; ability to collect, organize, interpret, and apply job-related information and salary data; ability to analyze complex problems within contractual/legal language; ability to make effective recommendations to the Personnel Commission and human resources administration; skill to effectively use software application programs; and ability to prepare and present complex statistical, technical, and narrative reports. Advanced skill in conceptualization and creativity; mastery skill in communicating in critical situations, orally and in writing; advanced skill in budget preparation and control; advanced skill in program building, operations, funding, and maintenance; mastery skill in working with personnel management decisions; and mastery skill in working with others in both authority and non-authority relationships on a routine basis.

REQUIRED MINIMUM TRAINING, EDUCATION, AND LICENSING: Bachelor's degree from an accredited college or university with major course work in business or public administration, human resources development, organizational management, or a related field. A Master's degree in human resources, organizational development or public administration is preferred. A valid California driver's license.

REQUIRED MINIMUM PRIOR WORK EXPERIENCE: Five years of job-related experience with demonstrated competence in school district or government human resources administration. Experience managing classified personnel management program governed by merit system law or civil service regulations is highly desirable.

REQUIRED INTERACTION (NON-AUTHORITY): Contacts have little or no predetermined structure, and are primarily with the highest level individual both inside and outside the organization; such as Personnel Commission members, County Superintendent, assistant superintendents, department heads, district or other COE personnel administrators, employee group representatives, and external agency officials and representatives; contacts require decision-making and problem-solving where Office-wide, cross-divisional concerns are at stake.

SUPERVISION: Directly supervises professional/specialist and other support staff.

Revised: January 22, 1998; July 26, 2001

Personnel Commission Approval:
Board of Education Approval: December 7, 1988