|Middle Management/Professional/NM AD|
|Performs professional and administrative work involving the development and administration of compensation policies and programs for executive, managerial, professional, technical, clerical, and trade jobs; evaluates existing policies and procedures relative to pay, bonuses, career ladders, salary adjustments, merit programs, etc.; designs and conducts research, recommends changes to new pay delivery systems in order to best attract, motivate, and retain employees while containing costs; conducts job audits; analyzes and evaluates jobs; advises managers on compensation issues; ensures compliance with laws and regulations which impact pay programs.|
|Conducts position classification reviews by analyzing position questionnaires, conducting field audits and interviewing employees and supervisors; evaluates positions using point factoring system, develops class specifications, prepares analytical reports, calculates costs and recommends individual and class pay grades.
Analyzes jobs and job families to facilitate management decisions in the functions of recruitment, selection, promotion, testing, training, career development, staff planning, performance management, etc., by applying knowledge of jobs and job analysis methodologies and theories.
Designs, conducts, and analyzes salary surveys to recommend competitive salaries to attract, motivate, and retain employees; reviews responses, analyzes data utilizing compensation methodologies and statistics; assists in the development of new innovative pay delivery systems.
Maintains Citywide position control and serves as liaison with Office of Management and Budget, Finance and Internal Audit regarding position and employee data; develops and provides related reports.
Serves as liaison with Information Systems in designing, coordinating and implementation of computerized personnel programs.
Participates in the development & administration of compensation policies & programs by evaluating policies, procedures, rules/regulations relative to pay, bonuses, career ladders, salary adjustments, merit programs.
Consults with executive managers on compensation issues; interprets and advises on application of policies, procedures, union contract provisions, federal and state laws; provides technical assistance regarding Personnel software operations, researches problems and recommends solutions and methods of data maintenance; represents Classification and Pay Section at various meetings.
Serves as a team member or project leader for the development and revision of pay delivery systems for executive management, professional, technical, clerical and trade jobs.
Conducts research, analyzes data and provides recommendations regarding structure adjustment and merit matrix percentages.
Reviews and provides recommendations regarding the impact of organizational restructuring on the design, classification, and pay of positions; may assist in job design and recommend changes to proposed organizational structures and staffing.
Conducts research with public and private agencies and organizations to develop new and innovative pay delivery systems and evaluation and auditing programs.
Reviews requests for special promotions, hiring above the minimum, shift differential pay, working out of class, sick leave reinstatement, etc.
Reviews performance appraisals for all general employees; provides advice to management on evaluating, coaching and counseling employees; conducts performance management training programs for supervisory and managerial employees; prepares training manuals.
Keeps abreast of new developments in the field of compensation.
Performs other related duties as assigned.
|Knowledge of pay and classification principles, practices, and techniques of public personnel administration.
Knowledge of the terminology, job content, and qualification requirements of a variety of public occupations.
Skilled in the use of Excel or comparable spreadsheet package and Infinium 2000/AS 400 or comparable Human Resources software package.
Ability to conduct position classification studies and pay surveys.
Ability to conduct research, gather and organize data, analyze data using statistical analysis and formulate intelligible recommendations.
Ability to prepare concise, meaningful and timely oral and written reports in a clear and logical manner.
Ability to explain technical personnel problems in simple, non-technical language.
Ability to work independently to solve problems and make sound decisions based on available information.
Ability to understand, interpret, apply, and explain personnel rules and regulations.
Ability to operate a personal computer for extended periods of time.
Ability to interview job incumbents, supervisors, and managers in a manner conducive to obtaining significant job information and maintaining good employee relations.
Ability to communicate effectively both orally and in writing.
|Bachelors Degree in Personnel Management, Industrial/Organizational Psychology or related field plus a minimum of two (2) years professional experience in personnel, one of which must have been in the development and administration of compensation programs to include job analysis, and job evaluation methods, performance appraisal, and various analytical and statistical techniques; or an equivalent combination of closely related education, training, and experience. Knowledge of computerized human resource systems and PC spreadsheet and word processing applications required. Possession of Certified Compensation Professional (CCP) designation desired. A valid Florida Driver's License is required.|