Job Code Pay Scale Group Pay Scale Type Bargaining Unit Civil Service or Non-Civil Service Last Executive Board Change Executive Board Change History
0502G 07 ST A3 C 628-14 09/07/2001
Click on “Job Code” for current expanded job information.


A - General 0502A
B - Classification & Compensation 0502B
C - Examinations 0502C
D - Employee Training 0502D
E - Employee Benefits 0502E
F - Labor Relations 0502F
G - Human Resource Systems 0502G


This is professional analytical human resource work in the application of technical principles to work processes or programs.

An employee in this class performs analysis of programs or program processes to draft procedures or facilitate program administration. This is usually accomplished through detailed study of an issue which will result in formal written recommendations for program improvement within an agency, or administration of programs which require professional judgments in work processes which are not governed by procedure or strict guidelines. An employee in this class may supervise a small staff of lower level professionals and/or para-professionals, and have accountability for multiple operational activities. Non-supervisory positions at this level are distinguished from the lower level by the emphasis on accountability for programs where work processes are not governed by procedure or strict program guidelines. Supervisory positions at this level are distinguished from those at the lower level by the responsibility for supervision of professional staff, or the accountability for a recognized human resource program which is governed by clear program policy but requires agency coordination. Work is reviewed by a professional supervisor through correspondence, reports, and an overall evaluation of program results.


Arranges and conducts specialized recruitment at job fairs, colleges, or associations to solicit applications for state positions; coordinates departmental recruitment, liaison and testing; provides information and assistance to the State Civil Service Commission on Rapid Promotion and Accelerated Examination Programs; and conducts analysis of turnover data to prepare staffing plans to meet general and specific organizational and occupational needs.

Performs technical analysis duties for two or more programs covered by a parenthetical or parentheticals which require the analysis of varied data for the purpose of providing detailed written reports, recommendations, and draft procedures.

Conducts analysis of accident reports with an emphasis toward providing advice, training and assistance on accident prevention, Right-to-Know, environmental issues and work-place hazards, fire safety, and other employee safety issues.


Independently conducts classification desk audits for a variety of clerical, technical, and professional occupations, received as management initiated requests, employee initiated requests, or grievances and recommends appropriate classification.

Drafts new or revised class specifications under the direction of a specialist supervisor, including gathering job information, drafting allocation criteria, and preparing implementation plans such as allocation lists, pay range recommendations, and bargaining unit suggestions.


Conducts job analysis studies for a variety of occupations or conducts human resource assessment research under the direction of a higher level specialist or supervisor. Drafts questionnaires, interviews employees and supervisors, drafts test plans and announcements, develops tests, develops administration and scoring procedures, and writes technical reports.


Revises existing training courses or prepares new courses for functional subjects, prepares course outlines, designs course methodology, and performs classroom instruction using visual aides, handouts, and exercises.

Supervises a small unit of professional employees conducting training on functional subjects, arranges for training locations, secures equipment and supplies, and assesses training impact.


Supervises a small section of professional and para-professional employees in the review and processing of disability insurance claims for an agency, researches agency and program policy to resolve unique problems, prepares written and oral presentations to managers and groups of employees, prepares memoranda and informational materials, and provides training on benefit procedures.

In the central human resource agency, an employee would monitor the costs of various benefit programs, recommend procedural changes to control costs, confer with benefit insurers to draft eligibility criteria and claims processing requirements, and interpret program requirements to all agency benefit managers.

Supervises a staff of professional, para-professional, and clerical employees engaged in reviewing and processing claims, maintaining lists of eligibles, reviewing Unemployment Compensation claims and providing factual testimony at UC hearings, inputting data to the ICS system, advising employees and agency managers of benefits and claims processing requirements, and conducting portions of orientation training to new employees and managers.


Reviews employee grievances under the direction of a professional supervisor including interviewing grievants, supervisors, and witnesses, reviewing documents, reconstructing the events of a dispute, and determining the issues in a contract interpretation case, and recommends appropriate action.


Serves as Human Resource Systems coordinator, supervising a staff of professional, para-professional, and clerical employees engaged in managing the transactions processing, time and attendance, complement control, payroll processing, and other employee and position systems. Employee would also prepare reports using commercial and other software to advise top management of human resource cost and complement status.

Designs agency-level systems applications to reflect human resource policy or procedural changes; develops agency systems implementation, assessments, and program training; and works with central human resource representatives to resolve system problems and/or test new processes.

In the Office of Administration an employee would assist in the design of human resource information systems for use by all agencies including answering agency questions on unique processing problems, requests for system changes, implementation of collective bargaining agreements, working as a member of a systems design team, and drafting procedures for distribution to all agencies.

Performs related work as required.



Knowledge of basic state government organization.

Knowledge of basic state human resource functions and division of responsibilities and ability to apply this general knowledge in obtaining and analyzing source information.

Knowledge of the principles, practices and techniques of employee safety administration.

Knowledge of state and Federal laws and regulations that impact the Commonwealth's recruitment and placement activities.

Ability to recognize, evaluate and correct employee safety hazards.

Ability to apply merit system, state and Federal regulations to recruitment and placement problems, and recommend solutions.


Knowledge of the principles of position classification as applied in public human resource administration.

Knowledge of the principles, practices, and techniques of compensation administration including the collection of pay information, the development of pay plans, and the implementation and administration of pay practices.

Knowledge of the reference sources of information regarding the development, modification, and administration of classification and compensation plans.

Ability to apply these knowledges in the evaluation, review, and monitoring of classification and pay-related questions.


Knowledge of the principles of examination development and evaluation.


Knowledge of principles, practices and current techniques of test development, validation, and research applied to the general requirements of human resource assessment.

Knowledge of the reference sources of information regarding examination development and evaluation.

Ability to apply these knowledges in the development and evaluation of testing programs in a number of occupational areas common to public organizations.


Knowledge of the principles of employee training including curriculum assessment and development.

Knowledge of the principles, practices, and techniques of employee training development including methodology of determining and developing training needs and goals, alternate training methods, curriculum outlines and materials, training and teaching resources, and assessment of results.

Ability to apply basic instructional techniques and methods in the preparation and conduct of training sessions.

Ability to apply these knowledges in the development of effective training programs in a variety of public settings.

Ability to resolve normal classroom problems and make outside contacts for supplemental information and materials.


Knowledge of the principles, practices, and techniques of employee benefit administration including the assessment of existing practices and needs, development of recommended programs, evaluation of alternative approaches, and design of detailed specification, procedures, and policies.

Knowledge of employee benefit administration as related to other aspects of employee compensation.

Knowledge of the methods of collecting analyzing, interpreting, summarizing, and reporting on data of a statistical nature.

Ability to apply these knowledges in the development and evaluation of employee benefit programs and segments.


Knowledge of the principles of employee relations.

Knowledge of the principles, practices, and techniques of collective bargaining including the evaluation of existing contracts, assessment of contract proposals, preparation of recommended approaches, negotiation, contract interpretation, and contract and grievance administration.

Knowledge of basis precedents and principles of labor relations laws.

Ability to apply these knowledges in the resolution of negotiations and the consistent administration of contract agreements.


Knowledge of current automated applications which support human resource administration.

Knowledge of the data that is used in the administration of the automated human resource information system.

Knowledge of the automated human resource/payroll system and the relationship between position and budget/payroll data.

Ability to analyze human resource user needs and define requirements for automated systems support.


Knowledge of the basic principles, methods, and techniques of public human resource administration.

Knowledge of the basic principles and practices of public administration.

Knowledge of basic personal computer operating principles and common software sufficient to input, manipulate, monitor, and control human resource programs, data, and information.

Ability to apply knowledge of current developments in public human resource management including the inter-relationships of examinations and placement, classification, affirmative action, employee training, and labor relations to the areas of assignment.

Ability to execute program specialist and supervisory assignments in accordance with program objectives and within time and resources constraints.

Ability to read, interpret, and apply human resource provisions as stated in rules, regulations, contracts, and other controlling procedures.

Ability to gather, assemble, correlate, and analyze facts and to prepare technical analyses and recommendations.

Ability to prepare technical reports of field investigations.

Ability to read, write, and communicate orally in English.

Ability to develop and maintain effective working relationships with associates, supervisors, managers, employees, and the public.


One year as a Human Resource Analyst 1 including six months in the area of the parenthetical;


One year of experience in the performance of professional human resource duties, including six months of experience in the area of the parenthetical; and a bachelor's degree;


An equivalent combination of experience and training.