110 State Street
Minimum Qualifications Interested candidates must be reachable on the Human Resources Specialist 2 (LR) eligible list or eligible to transfer under Section 52.6 of the Civil Service Law.
To be eligible for a 52.6 transfer, candidates must have one year of permanent competitive service in a qualifying title allocated to a grade 21 or higher.
Duties Description · Coaches individual supervisors in effective employee counseling techniques; develops a plan of action with various suggested remedial and corrective actions; develops conducts training sessions in this area.
· Works with employees, supervisors and the unions to negotiate informal settlements through mediation in order to resolve issues before they become grievances.
· Arranges for and participates in all aspects of CSEA and PEF quarterly agency-wide labor/management meetings. Assists in the development of management’s agenda items; research issues and assists in the development of responses to union concerns; works to develop and finalize briefing memos for the Comptroller; follows up to resolve any specific issues as needed.
· Maintains an active and effective working relationship with the Governor’s Office of Employee Relations (GOER) and Department of Civil Service, as well as with the Division of Diversity Management, Employee Assistance Program Coordinator, Employee Health Services Nurse, union leaders and Legal.
· Uses independent judgment to determine if program management’s disciplinary case is sufficient to meet the burden of proof requirements specified in the contractual agreements; may confer
with program managers and provide them with suggested alternatives to discipline.
· Works with the local union leaders and program management in an effort to develop mutually acceptable solutions to the problems giving rise to grievances.
· Investigates incidents or charges of employee incompetence or misconduct; ensures that each incident is fully and objectively investigated; may interrogate employees; ensures that employee rights and disciplinary procedure are not violated.
· Prepares Notice of Discipline or advises further action by line managers by cross referencing findings of investigation with a variety of other factors (i.e., labor relations precedent, contractual limitations, employee’s past history, seriousness of rule violation and its previous enforcement, previous counseling or warning and the probable effect of such action on the employee’s future performance and that of the work unit).
· Conducts the settlement meeting; outlines relevant facts and evidence of case; attempts to negotiate a settlement with the employee and union representative; works with program and top level executive management to ensure that settlement proposals meet with their approval.
· Assists in the preparation and presentation of cases before arbitration; coordinates hearing process; assembles evidence; may act as the lead advocate.
Investigates and recommends the appropriate course of action on all contract and non-contract grievances.
· Advises managers of issues and suggests appropriate action necessary to issue a Step 1 decision.
· Serves as the agent of the Comptroller in conducting Step 2 reviews, including meetings on contract and non-contract grievances
· Determines the facts of the case by talking to employees, union/witnesses and management involved.
· Identifies and researches the issues involved by conferring with the Division Management, researching the contracts and reviewing previous grievances dealing with the same or similar issues; may consult with labor relations staff in other state agencies, Legal or GOER as necessary.
Oversees the coordination of Employee Health Service referrals.
· Researches the issues involved and determines if referral to the Employee Health Service is appropriate.
· Prepares EHS-707 and supporting data for submission to the Department of Civil Service; determines whether to request medical and/or psychiatric exams.
· Coordinates scheduling of the examination(s) with the Department of Civil Service and prepares written notification to the employee.
· Reviews the results of the examinations and determines the appropriate subsequent actions to be taken
· Manages appeals process for Section 72 appeals, including arrangement of hearing officer, all communications, and may lead or assist in the administrative hearing presentation.
Develops on-going or new labor relations programs relating to employee absenteeism, training programs, etc.
· Updates the curriculum for Coaching, Counseling and Progressive Discipline training for new supervisors as part of the labor relations core process team.
· Presents Labor Relations for Supervisors training.
Administers performance evaluation appeal process.
· Sets up and advises the departmental Appeals Board; compiles all relevant material.
· Conducts the appeal hearing; attends as an advisor; recommends acceptance or rejection of board findings.
· Assembles case materials if appealed to the Statewide Board; serves as agency liaison to the Statewide Board.
· Advises individual managers of weakness or problems with individual performance evaluations; suggests remedial action to help employee in future.
Additional Comments Preferred Qualifications/Desired Competencies:
1. Working knowledge of the principles and practices of personnel administration, particularly as practiced under the provisions of the New York State Civil Service Law and Rules.
2. Working knowledge of organizational principles.
3. Working knowledge of pertinent provisions of New York State Civil Service Law and Rules, Military Law, the Attendance Rules, and applicable rules, regulations and directives governing the personnel function in assigned area(s).
4. Ability to establish rapport with agency staff and others in order to gather information about programs and jobs; and to interview, select and counsel employees.
5. Ability to organize and analyze facts, and to draw logical conclusions.
6. Ability to identify and resolve personnel problems.
7. Ability to communicate orally and in writing for the purpose of explaining and supporting personnel requests, recommendations and actions.
8. Working knowledge of contractual agreements covering agency employees and of pertinent grievance and disciplinary procedures.
9. Working knowledge of the principles and techniques of supervision.
10. Ability to effectively supervise and coordinate the efforts of others.
Some positions may require additional credentials or a background check to verify your identity.
110 State Street, 12th Floor
Notes on ApplyingInterested candidates should submit a cover letter and resume to firstname.lastname@example.org no later than December 14, 2022. Please reference Item #00953-OER-JFP when responding. Work hours will be discussed at time of interview.
When responding, please include the reference number and letters listed in this section. The OER ID # should not be included.