PERSONNEL ANALYST III

DEFINITION

This is advanced professional personnel work of a specialized nature in the State Merit System Program.

An employee of this class performs highly specialized and/or advanced technical personnel duties in one of the major phases of the central personnel program. Work may involve supervising or training of other analysts, or acting as a working leader as the assignment demands. Work includes the independent performance of difficult and complex assignments and completing special projects involving diversified and extensive contacts with agency officials concerning such areas as position classification and allocation, recruitment and selection, examination construction and analysis, interpretation of personnel rules and regulations, and the conduct of organizational, functional or salary studies. Assignments are normally received in general terms with authority to utilize considerable latitude in determining methods or procedures for completion of work. Work is reviewed primarily for adherence to established policies and attainment of desired results.

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

Assumes responsibility for complex and varied centralized personnel activities for one or more large State agencies as assigned; maintains responsible contacts with agency officials in the area of recruitment, examinations, position classification, personnel transactions, interpretation of rules and regulations, etc.

Performs advanced and difficult technical work in the area of position classification and job allocation; assumes immediate responsibility for classification activities in an assigned major area; plans and conducts detailed job audits and organizational studies, acting as a working leader as assigned; reviews pertinent information, prepares final audit reports and formulates recommendations for job allocation action, class specification revisions, and/or establishment of new classes; personally handles difficult or controversial classification problems; reviews and/or prepares class specifications in final form for presentation by superiors to the Personnel Advisory Board.

Conducts detailed studies and analyzes data pertaining to the structure of the merit system pay plan; makes recommendations for adjustment and revision of the pay plan and for positioning of new classes within the established pay structure, and accompanies recommendations with supporting data; may supervise subordinate technical and clerical workers as assigned in the collection, tabulation and analysis of economic and related data.

Assumes major responsibility in the area of test construction, development and analysis; prepares and/or reviews test outlines; reviews tentative drafts of new examinations; contacts appropriate test consultants, and prepares final drafts of new examinations; conducts follow-up studies to determine effectiveness of examinations and makes appropriate revisions; may act as a working leader and may supervise subordinates as assigned.

Assumes responsibility for the general examination application processing function, including training of subordinate staff in processing procedures and eligibility requirements and the maintenance of production controls to meet examination schedules; reviews applications for examinations involving highly specialized job requirements and/or complaints and requests for review of ineligibility determinations; prepares special reports and correspondence relating to such determinations.

Prepares and/or revises basic rating schedules and charts for grading of experience and training of applicants; trains subordinate staff in their use and application.

Assumes responsibility for the conduct of oral examinations in the areas to which assigned; schedules examinations, secures board members, and may act as chairman of oral examining boards; trains less experienced analysts in oral examining procedures.

Assumes responsibility for review and revision of merit system procedures and policies to insure equal employment opportunity, which may include but is not limited to a review of job qualification standards and examination components; job restructuring to provide career ladders; participation in special recruitment activities for minority groups; review of examination content to eliminate non-job related materials; and general design and implementation of the affirmative action program of the Personnel Division.

Examines personnel transaction reports involving difficult or complex applications of procedures and/or rules and regulations.

Assists in the general administration of the merit system as assigned in such areas as staff training, administration of the service rating system, recruitment, public relations and related areas.

Performs other related work as assigned.

KNOWLEDGE, SKILLS AND ABILITIES

Considerable knowledge of the general principles of public personnel administration.

Considerable knowledge of one or more of the following specialized areas of personnel administration in the public service: position classification, wage and salary administration, recruitment and selection of personnel, examination construction and analysis, and general personnel systems and administration.

Considerable knowledge of governmental organization and of the occupations common to public organizations.

Working knowledge of applicable statistical concepts and methods.

Working knowledge of the general principles of public administration and office management.

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

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

Ability to present ideas effectively, orally and in writing.

Ability to maintain harmonious relationships with department officials, employees and the general public.

Ability to plan and lay out work to be processed and to assign and coordinate work performed by clerical and technical employees.

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.)

Three years of responsible professional and technical experience in public or private personnel administration in such areas as position classification and job evaluation, wage and salary administration, recruitment and personnel examining, test construction and analysis, or general personnel administration activities, of which at least one year must have been at the level of Personnel Analyst II (journeyman level); and graduation from a four-year college or university with at least eighteen hours in one or a combination of the following subjects: personnel or business administration, labor or industrial relations, psychology, public administration and government, statistics and research methods, or other closely related areas.

(Rev. 7/1/82)