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DIRECTOR OF EMPLOYEE RELATIONS
DISTINGUISHING FEATURES OF THE CLASS
Under the general direction of the Commissioner of Personnel, an employee in this class directs and conducts a county-wide Employee Relations program, the major components of which are conduct of negotiations, contract administration, and administration of discipline and grievance procedures. The nature of the work requires incumbents to function effectively under only policy direction, which incumbents share a major role in developing. An employee in this class generally speaks for the County on all Employee Relations activities and with rare exception the incumbent does not refer matters to a higher level for resolution. The Director of Employee Relations assigns, reviews, and evaluates the activities of a small number of professional, paraprofessional, and clerical employees. The nature of the work requires incumbents to take the lead in special assignments having major impact upon the County such as chief negotiator of labor agreements.
TYPICAL WORK ACTIVITIES
Directs and conducts a county-wide Employee Relations program leads in the conduct of negotiations by performing the following:
Acts as chief negotiator in county negotiations;
Consults with county administrators and managers to determine appropriate responses to contractual demands;
Presents personally responses to employee demands at negotiations sessions in a logical and convincing manner;
Presents county demands verbally or in writing in a logical and convincing manner;
Makes agreements with employee organizations within the framework of county policy direction.
Directs and coordinates the County's programs for proper administration of terms and conditions of employment as stipulated in labor agreements by performing the following:
Provides information and assistance both verbally and in writing to management/confidential and supervisory personnel to insure proper administration of negotiated agreements;
Interprets terms and conditions to management/confidential and supervisory personnel;
Confers with the supervisory employees for purposes of training in contract administration; to insure uniform administration; to obtain feedback or problems resulting from contract language; and, to avoid misunderstandings that may cause grievances or dissatisfaction;
Supervises subordinates engaged in performing the aforementioned.
Administers the County's disciplinary and grievance procedures under policy direction and within terms of contractual agreements by, performing the following:
Establishes policies and procedures and promulgates same throughout the county to deal with such matters promptly and efficiently;
Supervises the processing of cases and the guidance of management/confidential and supervisory personnel with respect to discipline and grievances;
Represents the county in one or more stages of either process.
FULL PERFORMANCE KNOWLEDGES, SKILLS, ABILITIES AND PERSONAL CHARACTERISTICS
Thorough knowledge of principles and practices of personnel administration and employee relations as practiced under applicable state and federal civil service and labor legislation.
Good knowledge of contractual agreements covering employees in the county.
Good knowledge of laws, rules, policies, etc. governing the county's relationship with other public agencies.
Good knowledge of principles and practices of public administration inclusive of organizational principles, management principles, fiscal processes, and personnel administration.
Good knowledge of principles and practices of supervision.
Some knowledge of the county's formal and informal organization and lines of communication along with the relationships between its organization units.
Ability to conduct negotiation sessions and hearings often within an argumentative and stressful atmosphere.
Ability to orally present clear and logical arguments on a wide variety of issues at negotiation sessions.
Ability to analyze information gathered for the purpose of developing recommendations and/or making decisions.
Ability to prepare detailed and complex correspondence for the purpose of explaining and supporting the county decisions and recommendations.
Ability to supervise a small number of professional, paraprofessional, and clerical employees.
A. Graduation from a regionally accredited college or university or one accredited by the New York State Board of Regents to grant degrees with a Bachelorís Degree or higher and two (2) years of professional work experience, or its part time equivalent, in a senior management position with substantial responsibility for labor relations and collective bargaining, grievance processing and human resources management duties; or,
B. Graduation from a regionally accredited college or university or one accredited by the New York State Board of Regents to grant degrees with a Bachelorís Degree or higher in Labor Relations, Personnel Administration, Public Administration, Business Administration, or a closely related field, and two (2) years of professional work experience, or its part time equivalent, that includes participation in collective bargaining negotiations, labor contract administration, and discipline and grievance procedures.
5/2010 Date Revised