Drug & Alcohol Testing Database
 


State of Georgia Job Description

Job Title:
Job Code:
Last Update: 9/1/2010
Salary Plan: ()


()

Job Description, Responsibilities, Standards, and Qualifications

Job Description:


No job description information is available.


Job Responsibilities & Performance Standards:

1.
Performs job responsibilities with minimal supervision
1. Identifies and documents appropriate data sources.
2. Develops effective data collection and analysis methodologies.
3. Applies extensive knowledge of organization in analysis. Determines ramifications of a wide variety of possible solutions and recommends most appropriate option(s).
4. Selects and uses appropriate software to effectively analyze data.
5. Creates accurate charts, tables and graphs to clearly illustrate findings.
6. Effectively communicates findings and recommendations to appropriate staff.
2.
Serves as job expert or organization resource in assigned areas
1. Evaluates research needs and determines appropriate sources of information.
2. Adequately communicates research progress.
3. Initiates and/or responds to requests for research and completes assignments within established guidelines.
4. Maintains source information for future reference and reliability in a neat and orderly manner for easy accessibility.
3.
Analyzes organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government
1. Accurately researches and responds to customers' inquiries regarding a variety of issues.
2. Demonstrates thorough knowledge of applicable personnel methods and practices by providing technical assistance in area(s) of expertise to team members, other departmental staff, and staff in other agencies.
3. Demonstrates initiative in developing and providing effective training to less experienced analysts, to departmental staff and staff in other agencies.
4. Completes assignments and tasks in a timely manner and in accordance with applicable policies, procedures, guidelines and standards.
4.
Assesses need and develops position analysis instruments and materials
1. Composes or oversees the composition of reports and documents which are clear, concise and appropriate for the intended audience.
2. Makes appropriate and productive use of computer and software technologies (e.g. word processing, data base, spread sheet, graphics) in the generation of documents, data analysis display and/or data base retrieval.
3. Accurately documents and clearly communicates the technical process, project and/or conclusions according to applicable technical standards or departmental guidelines and in appropriate detail and format.
5.
Consults with or serves as a technical liaison between business, industry, and government officials
1. Develops and/or maintains a working knowledge of current personnel policies and procedures.
2. Initiates policy and procedural development, reviews and changes as appropriate.
3. Actively participates on internal and/or interagency policy development teams, serving as personnel information resource for other team members.
4. Thoroughly researches historical information and precedents when conducting policy and procedure evaluations.
5. Interprets and provides accurate information to employees and supervisors regarding personnel rules and policies.
6. Personally proposes drafts for organizational policies.
6.
Ensures organizational compliance with federal and state laws, including reporting requirements
1. Evaluates project objectives and develops effective workplans.
2. Structures and defines project components.
3. Develops project timelines and ensures adherence.
4. Identifies staff requirements and facilitates optimum participation.
5. Makes appropriate recommendations based on project findings.
6. Effectively represents agency on interagency task forces and teams.
7.
Evaluates positions, determining classification, exempt or non-exempt status, and compensation
1. Attends internal and external educational programs and professional meetings as available for continuing professional education.
2. Attends regular meetings of at least one applicable professional organization.
3. Reads and evaluates professional literature on a continual basis; translates complex or technical information into a format easily understood by others and distributes as needed.
4. Incorporates knowledge of pertinent trends and developments into section policies and procedures and makes recommendations for related organizational changes.
8.
Leads Human Resources Specialists, line managers, and other staff conducting research related to complex or unusual human resource management issues
1. Reviews and analyzes requests for recruitment assistance in a timely manner. Develops recruitment strategies and makes appropriate recommendations to managers and supervisors.
2. Requests, reviews and sends interview notices to applicants. Provides advice to supervisors regarding recruitment issues.
3. Requests assistance from the Merit System for specialized recruitment. Ensures announcement requests meet established criteria.
4. Writes agency recruitment publications and effective advertisements for specialized recruitment.
5. Screens applications for qualifications and forwards acceptable applications to interviewing supervisor for review.
6. Interviews prospective employees and makes referrals to appropriate agency personnel for follow-up interviews. Advises supervisors of relative merits of applicants interviewed.
7. Conducts college recruitment and participates in job fairs as needed.
8. Establishes test sites as requested.
9. Analyzes recruitment needs. Develops and implements recruitment strategies and special recruitment initiatives that meet agency staffing requirements.
9.
Observes, interviews, and surveys employees and conducts focus group meetings to collect position, organizational, and occupational information
1. Reviews pending employment actions, verifying credentials and applicable screening requirements. Determines employment date and may tender verbal offer of employment.
2. Evaluates applications of employees being promoted, transferred or demoted to determine if employees meet minimum qualifications. Verifies employment history and status, calculates salary, and requests certification if required.
3. Ensures actions conform to departmental rules, policies and procedures, including determining appropriate authority codes and grade increments.
4. Analyzes applicant selection data submitted by interviewing managers for compliance with selection criteria and applicable rules and regulations. Notes any issues or trends and reports to appropriate staff.
5. Maintains accurate and up-to-date recruitment and selection documentation for EEO monitoring.
10.
Plans and develops curricula and materials for training programs and conducts training in area of specialty
1. Advises employees of appropriate complaint filing procedures as requested.
2. Thoroughly investigates complaints by interviewing appropriate witnesses and reviewing relevant written materials. Completes investigations within specified time frames.
3. Accurately and concisely summarizes findings, including all relevant facts. Recommends appropriate course of action to management.
4. Monitors statistics to ensure agency compliance with applicable laws.
5. Reviews and assists supervisors in the development of structured interview questions and other selection tools, ensuring compliance with applicable laws and policies.
6. Participates in development of agency EEO plan including goals, objectives and areas needing improvement.
7. Reviews agency policies for compliance with EEO laws. Recommends revisions as appropriate.
8. Serves as a liaison to the Commission of Equal Opportunity (CEO) and develops appropriate responses to charges.
11.
Provides consultation to agencies as it relates to HR policies and procedures
1. Reviews grievances for technical accuracy and conformity with rules and policies. Determines if grievances are appropriate for hearing or mediation within established time frames.
2. Advises managers and employees on appropriate use of progressive discipline process. Assists in development of adverse action letters.
3. Reviews locally developed policies for conformity with agency policies and State Personnel Board Rules.
12.
Researches and prepares occupational classifications, position descriptions, salary scales and competency appraisal measures and systems
1. Accurately identifies needs and develops program objectives and time tables.
2. Oversees the effective implementation and ongoing delivery of employee assistance programs.
3. Monitors and evaluates program objectives to ensure quality and appropriateness of services; makes changes as necessary.
4. Contacts appropriate staff to ensure that services are provided in a timely manner.
5. Provides services in accordance with applicable organizational, state, and federal policies, procedures and guidelines. Supports section and departmental mission, goals and objectives.
6. Continually promotes employee awareness of available employee assistance programs.
13.
Serves as a technical expert in area of specialty
1. Serves as liaison between the Merit System and Medical Review Office in keeping information current, resolving problems with the drug testing program and serving as contact for employees with positive test results.
2. Receives the monthly list of randomly selected employees and make appropriate contacts regarding employees to be tested within the designated time frames.
3. Identifies jobs required by the agency for drug testing and submits to the Merit System within appropriate time frames.
4. Verifies invoices from the test laboratory for each drug screening and submits for payment in a timely manner.
5. Ensures that testing is accessible and available to employees by monitoring and correcting problems experienced with official collection sites statewide.
6. Compiles and submits reports required by management and/or the Merit System.
7. Drafts appropriate policies and procedures for the drug testing programs. Adheres to and advises supervisors on the proper policies and procedures for notifying and scheduling applicants/employees for drug testing.
8. Maintains confidentiality of employee information at all times.
14.
Coordinates or assists in the coordination of the agency's Employee Benefits Program. Makes recommendations for the agency's position on proposed Flexible Benefits options or other changes in the program. Serves as liaison to State Merit System, retirement system and/or insurance carriers. May schedule Merit System training meetings with agency offices and develop, coordinate and/or present a benefits communication program for employees. (Performed by some incumbents)
1. Demonstrates thorough knowledge of benefit plans (including health, flexible, retirement, etc.) by providing benefits communication programs which are clear, concise and effectively targeted at employee information needs.
2. Schedules Merit System training sessions and departmental presentations to ensure efficient coverage of target groups and appropriate concern for scheduling conflicts.
3. Promptly, accurately and professionally responds or ensures response is given to employee questions.
4. Maintains professional and productive relationships with outside agencies and/or insurance carriers. Represents agency at inter-agency benefits meetings.
5. Keeps supervisor adequately informed regarding benefits and benefits communication issues.
15.
Serves as agency's technical resource on the Americans with Disabilities Act (ADA), providing direction on employment-related ADA issues and investigating ADA complaints. (Performed by some incumbents)
1. Maintains current knowledge of ADA laws and relevant court decisions.
2. Conducts periodic reviews of agency policies, procedures and practices to evaluate their compliance with requirements of ADA laws.
3. Recommends, and may draft, changes to agency policies, procedures and practices that maintain compliance with relevant provisions of the ADA laws.
4. Promptly investigates employment-related ADA complaints and makes recommendations for appropriated action.
5. Makes recommendations regarding reasonable accommodations by analyzing requests, researching options and contacting appropriate staff.
16.
Collects, analyzes and evaluates job information to develop and maintain equitable and competitive job evaluation systems. Provides related training and technical expertise to departmental staff and other state agencies. (Performed by some incumbents)
1. Reviews position, job and related activity upon assignment to properly plan, prioritize and manage workload.
2. Identifies and gathers job and related information needed to evaluate position/job actions from a variety of sources (e.g. files, organization charts, staff, job audits and market salary data) as appropriate.
3. Adequately evaluates proposed actions, makes sound compensation decisions, and documents appropriately to maintain intra- and interdepartmental compensation equity.
4. Tactfully and clearly communicates decisions and related information to department staff, negotiating and offering alternatives as necessary.
5. Accurately researches, determines and documents the need for position special qualifications; assigns to positions as justified.
6. Processes actions in a timely manner and according to applicable policies, procedures, guidelines and standards.
7. Maintains required percentage of acceptable evaluation recommendations.
8. Develops, reviews, and revises job descriptions to ensure adherence to proper formatting guidelines, including all pertinent responsibilities and appropriate performance standards.
17.
Develops, conducts and analyzes market surveys to make recommendations regarding reassignment of jobs to proper pay grades. Responds to external salary surveys. Determines special pay qualifiers, FLSA designations and pay entry rates. Recommends salary options to address recruitment/retention issues. (Performed by some incumbents)
1. Identifies appropriate data sources to obtain all relevant salary information.
2. Structures survey methods such as telephone, interview and/or questionnaire, to obtain valid, sufficient data.
3. Analyzes salary data accurately and thoroughly with acceptable error rate.
4. Demonstrates sufficient knowledge of agency jobs and pay structures in benchmarking external salary surveys. Responds to surveys in a timely manner.
5. Appropriately interprets and applies Fair Labor Standards exemption guidelines to agency jobs to ensure agency compliance with the law.
6. Recommends salary options which promote internal equity and external competitiveness.
18.
Provides interpretation of State Personnel Board (SPB) Rules, technical assistance to agencies and analysis of requests for special salary adjustments, extensions of suspensions and disqualifications from reemployment. Performs audits of state agency personnel and payroll records for compliance with Rules. (Performed by some incumbents)
1. Reviews and provides interpretive assistance to state agencies regarding SPB Rules, Special Pay Provisions, Opinions of Attorney General and Merit System Commissioner and related laws in an accurate, timely and service-oriented manner.
2. Serves as technical advisor to agency staff regarding appropriate payroll certification processes.
3. Conducts periodic audits to determine compliance with SPB rules regarding salary payments and makes proper notification of exceptions, as prescribed.
4. Analyzes reduction-in-force plans submitted by state agencies, determining accurate calculation of retention credits in timely manner. Presents results to agency staff for further action.
5. Analyzes agency requests to ensure compliance with rules of the Merit System and Office of Planning and Budget requirements. Makes appropriate recommendations for action and accurately documents recommendations.
6. Identifies and analyzes legislation and provides interpretative assistance during the General Assembly session regarding items of special interest or impact on operations of the agency.
19.
Leads projects and conducts meetings to design/develop valid evaluation procedures and instruments to assess applicants. Conducts job analyses and surveys and develops minimum qualifications. Constructs, writes, analyzes and validates evaluation instruments. Provides guidance to internal/external agency personnel on selection or data analysis issues. (Performed by some incumbents)
1. Conducts preliminary research and planning to identify job characteristics, usage and customer/agency concerns regarding selection. Uses operationally sound analytical techniques and procedures.
2. Establishes and maintains professional working relationships with agency personnel and other interested parties regarding assigned project, keeping all participants informed and involved.
3. Designs and revises psychometrically sound data collection methodologies, instruments and strategies which conform to professionally and legally accepted practices.
4. Develops thorough project work plans which include budget considerations, time lines and sampling plans. Adjusts plans for potential scheduling conflicts and changing circumstances.
5. Conducts formal interactive meetings with job experts to gather data (e.g., job analysis, validation, implementation or similar information) in an effective and professional manner.
6. Analyzes project data using descriptive statistical procedures. Interprets results accurately considering legal, logistical and professional issues.
7. Develops appropriate lists of Knowledge, Skill and Ability (KSA) statements, competencies, minimum qualification (MQ) profiles and other job measures using professionally accepted methods.
8. Designs, composes, revises and evaluates selection instruments and procedures using professionally accepted technical procedures and incorporating legal, administrative and other relevant issues.
9. Coordinates efficient and effective implementation of new instruments and procedures with appropriate parties.
10. Thoroughly and accurately documents and writes project reports according to professionally accepted technical procedures and standards.
11. Applies management techniques in the selection, training and development of unit staff.
20.
Collaborates with Subject Matter Experts (SME) to establish minimum qualifications for agency specific jobs. (Performed by some incumbents)
1. Identifies appropriate SMEs to provide quality input in establishing the minimum qualifications and, if appropriate, preferred qualifications for specific jobs.
2. Schedules sessions with SMEs and facilitates the review of appropriate job descriptions to identify critical responsibilities and competencies associated with the job.
3. Follows established procedures for rating competencies and identifies those which will be used in developing qualifications.
4. Develops pertinent Statements of Minimum Qualifications and, if appropriate, Preferred Qualifications.
5. Periodically reviews minimum qualifications for appropriateness. Recommends changes as needed.
21.
Assists in the development and maintenance of a performance management system including performance planning and evaluation components. (Performed by some incumbents)
1. Educates employees and managers regarding nature, purpose and administrative features of pay-for-performance. Assists in identifying and optimizing motivational aspects of the system.
2. Monitors agency's performance management process to ensure it is administered consistently and fairly.
3. Reviews assigned jobs to ensure consistency between job descriptions and expectations.
4. Reviews assigned evaluations for completion and consistency with departmental formatting guidelines, documentation and established deadlines.
22.
Creates and maintains a high performance environment characterized by positive leadership and a strong team orientation. (Performed by some incumbents)
1. Defines goals and/or required results at beginning of performance period and gains acceptance of ideas by creating a shared vision.
2. Communicates regularly with staff on progress toward defined goals and/or required results; providing specific feedback and initiating corrective action when defined goals and/or results are not met.
3. Confers regularly with staff to review employee relations climate, specific problem areas and actions necessary for improvement.
4. Evaluates employees at schedule intervals; obtains and considers all relevant information in evaluations and supports staff by giving praise and constructive criticism.
5. Recognizes contributions and celebrates accomplishments.
6. Motivates staff to improve quantity and quality of work performed and provides training and development opportunities as appropriate.
23.
Plans and organizes the unit's work to meet the organizations's objectives. Directs and reviews work assignments. (Performed by some incumbents)
1. Establishes unit goals and objectives consistent with the organization's mission.
2. Communicates organization's goals and objectives to staff.
3. Assigns and prioritizes work in keeping with employee skill levels, workloads and completion timeframes.
4. Monitors progress and productivity of assigned staff.
5. Assists staff in resolving problems encountered in work assignments.
6. Evaluates unit policies, procedures and processes and recommends/implements changes to ensure that assigned unit is functioning efficiently.


Sample Technical Competencies:

1.
Ability to assist in developing written materials such as questionnaires, surveys, etc.
2.
Knowledge of basic statistics, research methods and techniques for organizing and presenting data
3.
Ability to use human resource related databases, software and applications
4.
Knowledge of state human resource rules and regulations, policies and procedures
5.
Ability to organize and evaluate data to comply with system requirements
6.
Ability to apply knowledge of human resource principles and practices to situations
7.
Ability to train and direct the work of subordinate human resource specialists

Entry Qualifications:

Completion of a bachelor's degree from an accredited college or university AND Two years of related professional human resources experience in one or more of the areas of assignment OR Master's degree in a related area AND One year of related professional human resources experience in one or more of the areas of assignment OR One year of experience in an equivalent area to the lower level. NOTE: Professional experience may substitute for the degree on a year for year basis


Preferred Qualifications:

No preferred qualifications information is available.



Career Development Levels:

1.
HRP023 - PS:Hum Res Specialist (SP)
NOTE:
Job description information is extracted daily from the official Phoenix HRMS Job Code database. Problems in conversion may cause formatting errors in some job descriptions.

The information presented, while not an exact or exhaustive listing, describes the work, performance standards, and qualifications typically required of positions or employees in this job. A specific position description or employee performance plan may differ as long as it is consistent with the core Responsibilities, Standards and Qualifications of that job.
Home About HRA Benefits Rules, Policy & Compliance Compensation HR Development & Tools Performance Management Contact HRA