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| Human Resource
Clerk/Assistants provide clerical and technical support to
human |
| resource professional
or managers in internal matters relating to one or more human
resource/human resource |
| specialties, such as
recruitment and placement, compensation, employee relations and services,
mployee development |
| and labor relations. At
the lower levels, assistants primarily provide basic information to
current and |
| prospective employees,
maintain human resource records and information listings, and prepare and
process papers on |
| human resource actions
(accessions, separations, changes in pay and benefits, etc.). At the
higher levels, clerks |
| perform work in support
of human resource professionals which requires knowledge of human
resource/human resource |
| procedures, guides, and
precedents, for example, interviewing candidates, supervisors, and
employees; ecommending |
| placements; explaining
human resource policies, benefits, and services; and preparing human
resource reports. Data |
| entry and word
processing may be required at any level. Automated (computerized)
procedures often used in human |
| resource activities,
such as processing human resource actions and maintaining employee and
organizational records |
| and inventories.
Automation primarily affects clerical work, that is, it reduces the need
to hand flag, count, |
| tally, and type items,
but does not generally impact the human resource knowledge
required. |
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| Human Resource
Clerk/Assistant I Performs routine tasks which require a knowledge of
human resource procedures and |
| rules, such as: 1.
Providing simple employment information and appropriate lists and forms to
applicants or |
| employees on types of
jobs being filled, procedures to follow, and where to obtain additional
information; 2. |
| Ensuring that the
proper forms are completed for name changes, locator information,
applications, etc. and |
| reviewing completed
forms for signatures and proper entries; or 3. Maintaining human resource
records, contacting |
| appropriate sources to
secure any missing items, and posting items such as dates of promotion,
transfer, and hire, |
| or rates of pay or
personal data. May answer outside inquiries for simple factual
information, such as verification |
| of dates of employment
in response to telephone credit check on employees. Some receptionist or
other clerical |
| duties may be
performed. May be assigned work to provide training for a higher level
position. Detailed rules and |
| procedures are
available for all assignments. Guidance and assistance on unusual
questions are available at all |
| times. |
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| Human Resource
Clerk/Assistant II perfoms clerical work requiring experience
and |
| judgment in applying
human resource procedures and policies. Typical duties and
responsibilities include one or |
| more of the following:
1. Examines and/or processes human resource action documents; 2. insures
that information on |
| forms or applications
is complete and consistent, and determines whether further discussion with
applicants or |
| employees is needed, or
whether human resource information must be checked against additional
files or listings; 3. |
| Selects appropriate
precedents, rules, or procedures from a number of alternatives; 4.
Responds to varied questions |
| from applicants,
employees, or managers for readily available information which can be
obtained from file materials |
| or manuals; responses
require skill to secure cooperation in correcting improperly completed
human resource |
| documents or to explain
regulations and procedures; or 5. Assists employees in completing forms
for processing |
| insurance or income tax
changes and computes eligibility for basic benefits or services. May also
provide |
| information to managers
on availability of applicants; coordinate notification of employees
approved for training; |
| review award or
suggestion submissions for completeness; explain the basic features of
benefit plans; verify |
| employment dates and
places supplied on job applications; maintain human resource records; and
administer typing |
| tests. |
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| Human Resource
Clerk/Assistant III serves as a clerical expert in independently
processing the most complicated |
| types of human resource
actions, and in providing information when it is necessary to consolidate
data from a |
| number of sources,
often with short deadlines. Typical duties and responsibility: 1.
Screening applications for |
| obvious rejections; 2.
Determining whether applicants have required licenses, certificates, or
permits; 3. Checking |
| references of
applicants when information in addition to dates and places of past work
is needed, and judgment is |
| required to ask
appropriate routine follow-up questions; 4. Processing a variety of forms
for different actions, |
| payroll deductions,
health and life insurance; or 5. Resolving conflicts in human resource
records by locating lost |
| documents or
reconstructing information from different sources. May provide guidance to
lower level clerks. AND/OR |
| Performs routine human
resource assignments beyond the clerical level, such as: 1. Orienting new
employees to |
| programs, facilities,
rules on time and attendance, and leave policies; 2. Computing basic
statistical information |
| for reports on staff
resource profiles, hiring activities, attendance and leave profiles,
turnover, etc.; 3. |
| Conducting screening
interviews of applicants for well-defined training opportunities or
positions, rejecting those |
| who do not qualify for
available openings for clear cut reasons, and referring other to senior
staff; 4. Addressing |
| more complicated
questions on special pay and leave plans (for example, special pay or
bonuses for critical |
| skill/hard-to-fill
occupations, locality differentials, maternity leave, leave for jury duty,
etc.), non-routine |
| benefits problems,
etc.; 5. Explaining rules and procedures for converting health and life
insurance, or filing for |
| unemployment
compensation to employees who are retiring, resigning, or being
terminated; 6. Responding to pay or |
| benefit surveys by
providing readily available establishment information; or 7. Resolving
problems with employee |
| pay checks or benefits
requiring coordination with payroll, health insurance carriers, etc.
Guidance is provided on |
| potential sources of
information, methods of work, and types of reports needed. |
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| Human Resource
Clerk/Assistant IV performs work in support of human resource
professionals which requires a good |
| working knowledge of
human resource procedures, guides, and precedents. In representative
assignment: 1. Conducts |
| recurring types of
interviews to develop facts and obtain additional background, for example,
interviews |
| applicants, obtains
references, and recommends placement of applications in a few well-defined
occupations (trades |
| or clerical) within a
stable organization or unit; 2. Conducts post-placement or exit interviews
to identify job |
| adjustment problems or
reasons for leaving the organization; 3. Requisitions applicants through
employment agencies |
| for clerical or
blue-collar jobs; 4. Interviews employees or supervisors to develop facts
surrounding |
| noncontroversial cases
or problems, such as on-the-job injuries or illness, and prepares claims
identifying and |
| substantiating relevant
information in written narrative formats; 5. Performs routine statistical
analyses related |
| to staff resource, EEO,
hiring, or other employment concerns, for example, compares one set of
data to another set |
| as instructed; or 6.
Computes employee's service creditable towards retirement and estimates
annuity by feeding |
| prescribed data into
computer programmed to make calculations. At this level, assistants
typically have a range of |
| personal contacts
within and outside the organization and with applicants, and must be
tactful and articulate. |
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| Compensation, benefits,
and job analysis specialists conduct programs for employers and may
specialize in specific |
| areas such as position
classifications or pensions. Job analysts, sometimes called position
classifiers, collect |
| and examine detailed
information about job duties in order to prepare job descriptions. These
descriptions explain |
| the duties, training,
and skills that each job requires. Whenever a large organization
introduces a new job or |
| reviews existing jobs,
it calls upon the expert knowledge of the job analyst. |
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| Employment,
Recruitment, and Placement Specialists recruit and place workers. Provides
job search guidance and |
| support to internal and
external applicants for positions. Works with hiring management and other
Human Resources |
| Staff in the
development of strategies to attract the best possible pools of
candidates, ensuring compliance with |
| recruitment policies
and objectives. Actively promotes community awareness of employment
prospects within the |
| organization.. |
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| As a trainee, receives
classroom and/or on-the-job training in the principles, procedures, and
regulations of the |
| human resources program
and in the programs, policies, and objectives of the employing
organization. Assignments |
| provide experience in
applying human resoruce management principles, procedures and techniques,
while performing a |
| variety of
uncomplicated tasks under close supervision. Plans, administers, advises
on, or performs professional |
| work in one or more
human resource specialties, such as: Job Analysis/Evaluation: Analyzing,
evaluating, and |
| defining occupations or
positions based on duties, responsibilities, and qualification
requirements in order to |
| establish or maintain a
framework for equitable compensation. Salary and Benefit Administration:
Analyzing and |
| evaluating compensation
practices, participating in compensation surveys, and recommending pay and
benefit |
| adjustments.
Recruitment and Placement: Recruiting applicants through various sources
(e.g., schools, colleges, |
| employment agencies,
newspapers, professional societies); evaluating applicants using
qualification ratings, test |
| scores, interviews, and
reference checks; and recommending applicant placement. Employee
Development: Planning, |
| evaluating, and
administering employee training and development programs to achieve both
organizational goals and |
| human resource
management objectives. Employee Relations and Services: Providing
guidance, advice, and assistance |
| on such matters as
employee services and benefits; management-employee communications;
performance appraisals, |
| grievances and appeals;
equal employment opportunity; and employee conduct and discipline. Equal
Employment |
| Opportunity: Planning,
evaluating, and administering equal opportunity provisions. Labor
Relations: Advising and |
| assisting management on
a variety of labor relations matters, and negotiating and administering
labor agreements on |
| behalf of management.
In addition to the technical responsibilities described in levels 1
through 6, human resource |
| specialists may also
manage human resource functions and supervise subordinate staff. At levels
1 and 2, the |
| subordinate staff
typically consists of clerks and paraprofessionals; level 3 may coordinate
the work of lower |
| level specialists; and
levels 4 and above may supervise subordinate specialists. Positions which
are primarily |
| supervisory, rather
than technical, in nature (i.e., they are not readily matchable to the
level-to-level |
| distinctions in this
definition) should be matched to the human resource supervisor/manager
definition. This |
| broad, generic
occupation includes specialists: (1) working in human resource operations;
(2) reviewing and |
| evaluating the quality
of human resource programs; and (3) developing and revising human resource
programs and |
| procedures. |
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| Human Resources
Specialist II performs standard procedural duties which require the
use of human resoruce |
| management
principles and techniques to identify and analyze human resource
problems. Provides limited advice to |
| management, such
as informing departmental supervisors of typical duty patterns which
comprise an occupational |
| level or of types
of candidates available for a particular type of job. Receives
specific instructions with each |
| new assignment.
Program evaluation and development. Assists higher level specialists
in preliminary phases of |
| evaluation or
development. Receives increasingly difficult assignments under close
supervisory guidance and review. |
| Plans,
administers, advises on, or performs professional work in one or
more human resource specialties, such as: |
| Job
Analysis/Evaluation: Analyzing, evaluating, and defining occupations
or positions based on duties, |
| responsibilities,
and qualification requirements in order to establish or maintain a
framework for equitable |
| compensation.
Salary and Benefit Administration: Analyzing and evaluating
compensation practices, participating in |
| compensation
surveys, and recommending pay and benefit adjustments. Recruitment
and Placement: Recruiting |
| applicants
through various sources (e.g., schools, colleges, employment
agencies, newspapers, professional |
| societies);
evaluating applicants using qualification ratings, test scores,
interviews, and reference checks; and |
| recommending
applicant placement. Employee Development: Planning, evaluating, and
administering employee training |
| and development
programs to achieve both organizational goals and human resource
management objectives. Employee |
| Relations and
Services: Providing guidance, advice, and assistance on such matters
as employee services and |
| benefits;
management-employee communications; performance appraisals,
grievances and appeals; equal employment |
| opportunity; and
employee conduct and discipline. Equal Employment Opportunity:
Planning, evaluating, and |
| administering
equal opportunity provisions. Labor Relations: Advising and
assisting management on a variety of |
| labor relations
matters, and negotiating and administering labor agreements on
behalf of management. In addition to |
| the technical
responsibilities described in levels 1 through 6, human resource
specialists may also manage human |
| resource
functions and supervise subordinate staff. At levels 1 and 2, the
subordinate staff typically consists of |
| clerks and
paraprofessionals; level 3 may coordinate the work of lower level
specialists; and levels 4 and above |
| may supervise
subordinate specialists. Positions which are primarily supervisory,
rather than technical, in nature |
| (i.e., they are
not readily matchable to the level-to-level distinctions in this
definition) should be matched to |
| the human
resource supervisor/manager definition. This broad, generic
occupation includes specialists: (1) working |
| in human resource
operations; (2) reviewing and evaluating the quality of human
resource programs; and (3) |
| developing and
revising human resource programs and procedures. |
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| Human Resources
Speciaist III performs moderately complex assignments following
established policies and |
| guidelines. Work
requires experience both in a human resource specialty and in the
organization serviced. Advises |
| management on the
solution to human resource problems of limited scope for which there
are precedents. Renders |
| advice concerning
own specialty, but discusses impact on other human resource areas.
Works independently under |
| specified
objectives; closer supervision is provided for complex assignments,
precedent-setting actions, and |
| actions that
impact either other functional areas or key working relationships.
Assists higher level specialists |
| or managers by
studying less complex aspects of human resource programs (e.g.,
merit promotions, incentive awards), |
| resolving
problems of average difficulty, and reporting findings to be
included in evaluation reports. Plans, |
| administers,
advises on, or performs professional work in one or more human
resource specialties, such as: Job |
| Analysis/Evaluation: Analyzing, evaluating, and defining
occupations or positions based on duties, |
| responsibilities,
and qualification requirements in order to establish or maintain a
framework for equitable |
| compensation.
Salary and Benefit Administration: Analyzing and evaluating
compensation practices, participating in |
| compensation
surveys, and recommending pay and benefit adjustments. Recruitment
and Placement: Recruiting |
| applicants
through various sources (e.g., schools, colleges, employment
agencies, newspapers, professional |
| societies);
evaluating applicants using qualification ratings, test scores,
interviews, and reference checks; and |
| recommending
applicant placement. Employee Development: Planning, evaluating, and
administering employee training |
| and development
programs to achieve both organizational goals and human resource
management objectives. Employee |
| Relations and
Services: Providing guidance, advice, and assistance on such matters
as employee services and |
| benefits;
management-employee communications; performance appraisals,
grievances and appeals; equal employment |
| opportunity; and
employee conduct and discipline. Equal Employment Opportunity:
Planning, evaluating, and |
| administering
equal opportunity provisions. Labor Relations: Advising and
assisting management on a variety of |
| labor relations
matters, and negotiating and administering labor agreements on
behalf of management. In addition to |
| the technical
responsibilities described in levels 1 through 6, human resource
specialists may also manage human |
| resource
functions and supervise subordinate staff. At levels 1 and 2, the
subordinate staff typically consists of |
| clerks and
paraprofessionals; level 3 may coordinate the work of lower level
specialists; and levels 4 and above |
| may supervise
subordinate specialists. Positions which are primarily supervisory,
rather than technical, in nature |
| (i.e., they are
not readily matchable to the level-to-level distinctions in this
definition) should be matched to |
| the human
resource supervisor/manager definition. This broad, generic
occupation includes specialists: (1) working |
| in human resource
operations; (2) reviewing and evaluating the quality of human
resource programs; and (3) |
| developing and
revising human resource programs and procedures. |
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| Human Resources
Specialist IV uses technical knowledge, skills, and judgment to
solve complex technical problems. |
| Advisory services
to management are similar to those described at level III. Advisory
services require high |
| technical skills,
along with broad human resources knowledge, to solve problems from a
total human resources |
| management
perspective. Plan and complete work following established program
goals and objectives. Their judgments |
| and
recommendations are relied on for management decisions. May be
solely responsible for performing moderately |
| complex
assignments (as described in level III) and for rendering final
decisions on assigned human resource |
| matters under
general administrative supervision. Responsibilities include
planning and scheduling work and |
| coordinating and
integrating program(s) with other human resoursce management, and
operational activities. |
| Conducts on-site
review of human resource actions in several organizational units;
determines factual basis for |
| human resources
actions, evaluates actions for consistency with established
guidelines, and reports significant |
| findings.
Independently develops supplemental guidelines for existing
procedures. |
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| Human Resources
Specialists V solve unusually complex and unprecedented
problems |
| which require
creative solutions. Human Resources Specialists V are assigned
complex technical problems (as |
| described in
level IV combined with responsibility for providing comprehensive
advice to management. Management |
| advisory services
are complicated by jobs and organizations that are complex, new, or
dynamic, and by the abstract |
| nature of the
work processes. Supervision and guidance relate largely to program
goals and time schedules. |
| Specialists are
authorized to make decisions for their organizations and consult
with their supervisors concerning |
| unusual problems
and developments. Independently evaluates human resource programs to
determine the degree to |
| which they are
achieving goals and objectives, ascertaining weaknesses in programs
and guidelines, and making |
| recommendations
for improvements. Conclusions are reported to top management.
Applies expertise in modifying |
| procedures and
guidelines. Projects are usually narrow in scope, i.e., limited to
an occupational field or to a |
| specific program
area. May have full technical responsibility for human resource
projects, studies, policies, or |
| programs that are
less complex than described at level VI. |
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| Human Resources
SpecialistS VI evaluate the human resource management program
of |
| large, complex
organizations. Such evaluations require broad understanding and
sensitivity both to the |
| interrelationships between different human resource programs
and to complex organizational and management |
| relationships.
Human Resources Specialists VII provide advice to management in
improving human resource programs in |
| unusually complex
organizations. Such expertise extends beyond knowledge of
guidelines, precedents, and technical |
| principles into
areas of program management and administration. Human Resources
Specialists VI serve as evaluation |
| experts assigned
to uniquely difficult and sensitive human resource/human resource
problems, e.g., solutions are |
| unusually
controversial; specialists are required to persuade and motivate key
officials to change major human |
| resource policies
or procedures; or problems include serious complaints where facts
are vague. Specialists have |
| full technical
responsibility for unusually complex human resource projects,
studies, policies, or programs. The |
| scope and impact
of these assignments are broad and are of considerable importance to
organizational management. |
| Supervision
received is essentially administrative, with assignments given in
terms of broad general objectives and |
| limits. |
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| Occupational
health and safety specialists and technicians, also known as
occupational health and safety |
| inspectors,
industrial hygienists, environmental protection officers, or
ergonomists, help prevent harm to workers, |
| property, and the
environment, as well as the general public. They promote
occupational health and safety within |
| organizations by
developing safer, healthier, and more efficient ways of working.
Occupational health and safety |
| specialists
analyze work environments and design programs to control, eliminate,
and prevent disease or injury |
| caused by
chemical, physical, and biological agents or ergonomic factors that
involve the impact of equipment |
| design on a
worker?s comfort or fatigue. They may conduct inspections and
enforce adherence to laws, regulations, |
| or employer
policies governing worker health and safety. Occupational health and
safety technicians collect data |
| on work
environments for analysis by occupational health and safety
specialists. Usually working under the |
| supervision of
specialists, they help implement and evaluate programs designed to
limit risks to workers. |
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| Training and
Development Specialists plan, organize, and direct a wide range of
training activities. Trainers |
| respond to
corporate and worker service requests. Consult with onsite
supervisors regarding available performance |
| improvement
services and conduct orientation sessions and arrange on-the-job
training for new employees. Help |
| workers maintain
and improve their job skills, and possibly prepare for jobs
requiring greater skil and help |
| supervisors
improve their interpersonal skills in order to deal effectively with
employees. |
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