HR SPECIALIST (PERFORMANCE MANAGEMENT AND EMPLOYEE/LABOR RELATIONS)

Job Title

High signal to noise ratio, make the content beautiful.

Major Duties for GS-0201-12

1. Provides program management and guidance for the Performance Management Program. Provides advice and assistance to supervisors and managers on preparation of performance standards and appraisals. Reviews performance standards and appraisals for regulatory compliance. Monitors the timely submission of performance standards and appraisals and provides reports. Coordinates between management, and HR Development Specialist in the development of performance improvement plans. Manages the use of the performance management program, Defense Performance Appraisal Program (DPMAP). Troubleshoots and coordinates with the Human Resources Specialist (Information Systems) to submit DPMAP help desk tickets to remove or modify Performance Standards or Appraisals that are no longer valid. Serves as subject matter expert for the employee recognition awards program. Develops and provides managers and supervisors with guidance on recognition awards program procedures. Publishes and updates the incentive awards program. Reviews award nominations requests to assure ratings and justification meet the regulatory requirements. Prepares correspondence relating to the awards program. Publicizes the Suggestion Program and coordinates management of the program with NGB.

2. Provides services to a complex and geographically separated organization Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions. Resolves disputed and interpreted facts, events, and/or identifying aggravating or mitigating factors relevant to the case. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance while focusing managers and supervisors on all the processes of performance management including planning, monitoring, developing, and rewarding performance as well as the rating process. Develops or assists in developing written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary.

3. Provides labor-relations services to a complex organization. Conducts studies relative to the development of management interests and responds to union interests at the bargaining table, which typically have a significant impact on production, involve large numbers of employees, involve several interrelated issues, and are potentially of considerable cost to the state organization if unresolved. Represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority, and in impasse proceedings before the Federal Services Impasses Panel. Advises negotiating committee members on the proper interpretation and applicability of arbitration decisions and precedent decisions related to local situations. Communicates state-wide labor relations policies and procedures to the management and staff of the organizational units serviced and relates existing precedents to the specific issue in justifying management's views. Serves as the spokesperson of a management negotiating committee involved in contract, midterm, and appropriate arrangement negotiations. Serves as a principal point of contact on labor-management matters of overall concern to established bargaining units at the local level (e.g., grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, the preparation and conduct of contract bargaining, etc.). Provides technically accurate interpretations of negotiated agreement provisions and reconciles conflicting technical viewpoints. Responsible for the accurate and timely processing of Request for Personnel Actions (SF-52), Notification of Personnel Action (SF-50) for areas within their HR Office delegation memorandum.

4. May have limited leader responsibilities. Distributes and balances workload among employees. Gives on-the-job training to lower-graded employees in the LR/ER section. May approve emergency leave for assigned employees in extenuating circumstances. Provides input into annual performance appraisals. Recommends training needs for employees. Provides input to the supervisor concerning selections, promotions, reassignments, recognition of outstanding performance.