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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 00238733 |
Description Activated On: 1/7/2026 11:35:07 AM |
Position Purpose: Describe the primary purpose of this position and how it contributes to the organization’s objectives. Example: Provides clerical and office support within the Division to ensure its operations are conducted efficiently and effectively. This position serves as an Employee Relations analyst for assigned Department of Military and Veterans Affairs’ (DMVA) Veterans' Homes. |
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Description of Duties: Describe in detail the duties and responsibilities assigned to this position. Descriptions should include the major end result of the task. Example: Types correspondence, reports, and other various documents from handwritten drafts for review and signature of the supervisor. Negotiations/Collective Bargaining Coordinates and conducts employee relations activities at assigned DMVA Veterans' Homes. Interprets and applies contract provisions of collective bargaining agreements between the Commonwealth and AFSCME, SEIU Local 668, OPEIU, SEIU PA Healthcare, UGSOA, and PDA unions. Understands and applies a variety of laws, policies, rules, and regulations, including Management Directives, labor laws and similar statutes (Act 195, FLSA, etc.), state ethics laws (the Ethics Act, Adverse Interest Act, etc.), rules of evidence, Weingarten rights and any other rules that may impact investigations. The incumbent must recognize the need for and make recommendations for referrals under applicable criminal statutes to law enforcement authorities. Chairs labor/management meetings and takes the lead in resolving conflicts between management and union-covered employees. Initiates development and negotiations of side letters and local agreements to address complex issues when necessary. Serves as a management representative during contract negotiations; represents DMVA’s interests to the Office of Administration-Bureau of Employee Relations analyst staff and other management representatives conducting the negotiations. Advises managers, supervisors, and field staff about contract changes and implementation procedures. Safety Collaborates with the Department Safety Coordinator to ensure safety policies and procedures are followed and recommends appropriate corrective action to include discipline. Performs work in accordance with the DMVA general safety rules and safety rules for this position. Immediately reports all workplace injuries or incidents to the supervisor; and/or immediately corrects any safety hazards in the work area or reports same to supervisor. Training and Development Designs and delivers employee relations and performance management training to supervisors. Time and Attendance Compiles and analyzes employee sick leave usage data and call off data. Recommends the appropriate level of discipline, a leave use restriction letter, or a heads-up letter. Shares and discusses employee call-off data with the appropriate union at labor management meetings, identifying areas of concern and recommending where the union can assist. Develops strategies to resolve difficult absence-related matters that overlap with other programs such as ADA, FMLA, and Workers’ Compensation. Works with the coordinators of those program areas and with supervisors to identify and agree upon the best resolutions. Reviews work scheduling processes at the Veterans’ Homes to ensure that work schedules and rate of compensation are in compliance with FLSA, contract provisions, side letters and local agreements. Meet and discuss with union officials on revision and implementation of schedules. Assists with the administration and maintenance updates of the Unscheduled Absences Reporting and Tracking system for respective VA Home assigned work areas. Investigations Investigates allegations of employee misconduct and provides consultative services to field sites regarding investigations. Carries out investigations, frequently interviewing high-level program staff to gather information and take statements. The incumbent is expected to understand the fluid nature of investigations and the impact of evidence gathered, and to continually refine investigations to account for constant changes in scope and direction; for example, recognizing systematic rule violations per the culpability of upper-level staff in an investigation that started at a lower level. Frames administrative charge(s), develops the notice, and assists/conducts (as needed) the Due Process Conference (DPC) by laying out findings of investigations and allowing the accused employee to respond to allegations. Receives Office of Inspector General (OIG), PA Human Relations Commission (PHRC), Equal Employment Opportunity Commission (EEOC), and Department of Labor (DOL) complaints. Receives misconduct allegations and anonymous complaints regarding field site employees. Receives assignments and oversees actions involving unusually complex or high-profile misconduct allegations at field locations, as appropriate. Grievance Administration Reviews and considers written alternatives from the union and prepares timely responses. Maintains logs and records on contract review process and ensure contractual obligations are met. Participates in the administration of the Accelerated Grievance Procedure (AGP) by conducting Step 1 Hearings. Prepares and negotiates grievance settlements. Prepares case-in-chief and presents cases at Eastern Joint Area Committee (EJAC), Western Joint Area Committee (WJAC), and State Committee hearings. Represents the Commonwealth/DMVA by serving as a management panel member at committee meetings and hearings. Participates in the administration of the Standards Grievance Procedure (SGP) by receiving, reviewing and answering grievances filed at steps 1, 2 and 3. Represent the DMVA by assisting in steps beyond the agency level (3). Has direct involvement in arbitrated cases. Provides assistance/information to assist advocates with arbitrations. May serve as a witness detailing the Commonwealth’s evidence and rebutting conflicting testimony. Discipline Programs Creates reports of findings detailing all evidence gathered, reasonably anticipating all issues that might arise in a grievance proceeding and laying out a case justifying any disciplinary action taken by the Commonwealth, and/or providing a basis for informed decision-making for any other action that may be appropriate. Consults with program managers and other Employee Relations staff, discussing and making decisions regarding appropriate type and level of discipline. Makes recommendations as part of the final investigatory report which addresses whether discipline is appropriate. Determines the best course of action. Prepares disciplinary letters. Performance Management Participates in the provision of assistance to supervisors in the development of performance improvement strategies, such as reviewing, assisting with and providing feedback on Employee Performance Reviews (EPR) and Performance Improvement Plans (PIP), for employees who are performing at less than satisfactory or acceptable levels. Work with field sites to ensure tracking and follow through on PIP process. Governor’s Code Investigates employee arrests and criminal conduct. Assesses their impact on Department job duties and the Governor’s Code of Conduct and takes the appropriate employee relations action. Receive, investigate, track and respond to data supplied through the Pennsylvania Justice Network (JNET) and OA Investigations regarding employee criminal conduct. Other Receives Employer’s Notice of Application Request for Separation and Wage Information (UC-45) and Employer Questionnaire (UC-1958-E) from Labor and Industry. Gathers information from appropriate facility or headquarters. Completes forms and returns them to the Department of Labor and Industry (L&I). Receives Notice of Final Determination and forwards to facility or headquarters. Requests and coordinates Appeal hearings for State Veterans Homes, and Chief Counsel, as necessary. As advocate, prepares witnesses and evidence. May prepare briefs for review by the Unemployment Compensation Board of Review. Reviews Monthly Notice of Compensation Charges (UC-640). Maintains a tracking database for all UC claims statuses. Coordinates with field staff to ensure discipline and grievances are appropriately and accurately logged and tracked. Works closely with other Employee Relations Analysts to ensure consistency and uniformity of policy interpretation, disciplinary actions, settlement agreements, side letters, etc. Assists the Office of Chief Counsel with preparing responses in reference to Civil Service Appeals, EEOC, PHRC and Right to Know Requests. May serve as a witness detailing the Commonwealth’s evidence and rebutting conflicting testimony. Inputs labor distribution data for supervisory review and approval. Performs work in accordance with the DMVA general safety rules and safety rules for this position. Immediately reports all workplace injuries or incidents to the supervisor; and/or immediately corrects any safety hazards in the work area or reports same to supervisor. Performs related duties as required. **Must possess a valid federal or state-issued photo ID and pass a favorable NCIC screening for admittance to Fort Indiantown Gap.** |
Decision Making: Describe the types of decisions made by the incumbent of this position and the types of decisions referred to others. Identify the problems or issues that can be resolved at the level of this position, versus those that must be referred to the supervisor. Example: In response to a customer inquiry, this work involves researching the status of an activity and preparing a formal response for the supervisor’s signature. Employee identifies the focus and parameters of investigations by determining who to interview, what questions to ask, what materials to examine, recognizing implications of findings and continually evaluating, assessing and refining investigations as necessary to ensure that all potentially relevant information is captured. Employee provides consultation with field HR staff, managers and supervisors regularly; authority for disciplines up to three-day suspensions; authority to settle grievances at the first step. |
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Requirements Profile: Identify any specific experience or requirements, such as a licensure, registration, or certification, which may be necessary to perform the functions of the position. Position-specific requirements should be consistent with a Special Requirement or other criteria identified in the classification specification covering this position. Example: Experience using Java; Professional Engineer License Experience: Licenses, registrations, or certifications: 1. Class C Driver's License 2. OTHER 3. N/A 4. N/A 5. N/A 6. N/A |
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Essential Functions: Provide a list of essential functions for this position. Example: Transports boxes weighing up to 60 pounds.
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