PERSONNEL ANALYST II

DEFINITION

This is professional personnel work of moderate technical difficulty, assisting in the personnel administration activities of the State Merit System.

An employee of this class performs responsible varied or specialized duties related to some aspect of personnel work, including assistance in the conduct of an examination program, the preparation and analysis of salary data, classification of positions, the review of applications for eligibility for examination under the Merit System, and other similar activities. The employee must exercise considerable independent judgment and discretion in contacts with state personnel and in making advanced decisions or determinations involving the application of rules, policies and techniques in the solution of personnel problems. General supervision is received from an administrative superior, who reviews the work for technical adequacy and adherence to established rules and policies.

Any one position may not involve all of the specified duties or knowledges, skills and abilities, nor are the listed examples exhaustive.

EXAMPLES OF WORK

Analyzes requests for classification, determines what aspects of a position must be studied in order to make a proper allocation; personally participates in field audits or instructs technical personnel concerning the information to be obtained in a field study; recommends a specific allocation after completion of audit.

Prepares detailed written descriptions identifying the essential characteristics of a class of positions, or drafts supplementary changes to existing descriptions necessitated by changes in functions, organizations or qualification requirements; reviews class descriptions written by other analysts to insure that the duties and responsibilities involved in the position are accurately reflected in the description and are syntactically accurate.

Gathers subject matter information for use in examinations; selects and develops testing devices, and constructs examinations under supervision; acts as monitor in assembled examinations; supervises the grading of examinations and the preparation of eligibility lists.

Obtains periodic economic and social data and analyzes them for the possible effect they may have on the structure of the merit system salary plan; makes recommendations affecting salary increases or decreases and accompanies recommendations with supporting data; supervises clerical workers in the calculation of budget effects of changes in the salary plan.

Examines reports of personnel transactions to determine if they conform to established procedures and standards; makes recommendations to supervisor concerning appropriate action to be taken.

Reviews applications for examination to determine if the qualification requirements are met, or if disqualifying factors are present; grades education and experience according to specific instructions; refers more complex cases to supervisor.

Designs and/or conducts orientation classes for new employees and disseminates information regarding the employee benefit package, including group hospitalization-medical plan, life insurance, retirement, leave, etc.

Assists a personnel officer in the total administration of a personnel program, and assumes responsibility for supervision of subordinate employees in the absence of the personnel officer.

Replies to correspondence regarding employment inquiries; reviews applications for employment or promotion; interviews job applicants and employees inquiring about promotion.

Attends meetings, seminars, conferences and training programs pertaining to the personnel administration area.

Performs other related work as assigned.

KNOWLEDGE, SKILLS AND ABILITIES

Working knowledge of the principles of public personnel administration including a knowledge of the methods and techniques of examination, position classification and transaction processes.

Working knowledge of governmental organization and of types and content of a wide variety of positions common to public organizations.

Working knowledge of applicable statistical concepts and methods.

Understanding and appreciation of the philosophy and general problems of merit system administration and of departmental operating requirements.

Ability to analyze complex social and economic data and relate them to personnel problems.

Ability to present ideas in an effective manner either orally or in writing.

Ability to establish and maintain effective working relationships with departmental officials, employees and the general public.

EXPERIENCE AND EDUCATION QUALIFICATIONS

(The following entrance requirements are used to admit or reject applicants for merit system examinations, or may be used to evaluate applicants for employment in positions not requiring selection from merit system registers. When applicable, equivalent substitution will be allowed for deficiencies in experience or education.)

One year of experience in professional personnel work (comparable to Personnel Analyst I) in a public or private personnel agency; and graduation from a four year college or university including 18 semester hours in one or a combination of the following subjects: public, personnel or business administration, labor or industrial relations, psychology, statistics or other closely related areas. (A year of graduate education in public, personnel or business administration may be substituted for the one year experience requirement.)

(Rev. 5/1/85)