CLASS/COMP ANALYST – ADV

Other Requirements:

Job Overview:

Work Activities:

1. Conducts the most complex salary surveys to identify market equivalencies and inform salary recommendations.
2. Conducts Tennessee Code Annotated mandated salary surveys for the creation of salary administration pay plans.
3. Contacts outside resource (CompAnalyst) to submit internal salary data that will be uploaded into a repository for market data salary comparisons and cost projections.
4. Generates the most complex and descriptive statistics for classification and compensation reporting, to include mean, median, minimum, maximum, and percentiles, based on employee rosters, HRIS database reports, salary surveys, staffing patterns, and other relevant datasets to inform classification and compensation recommendations.
5. Generates the most complex and descriptive statistics for classification and compensation reporting to include a total of classification, position and employee actions received from multiple agencies.
6. Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in divisional operations. 

1. Gives guidance in explaining classification, compensation, and other human resources information, procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required.
2. Interprets the results of complex surveys, reports, memoranda, data analyses, etc. for the general public, persons in other departments or divisions, or outside organizations and representatives as required.
3. Interprets a variety of current human resources laws, rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. 

1. May assess the quality of submitted documentation related to justifications of proposed classification and compensation actions to determine accuracy, relevance, and appropriateness. 

1. Estimates the most complex cost projections for proposed projects impacting employee compensation to provide agencies and other divisions within DOHR with recommendations for classification and compensation actions. 

1. Leads others in evaluating duties of position as requested to determine proper classification.
2. Leads other sin evaluating employee pay and salary recommendations, salary adjustments, and other classification and compensation actions submitted by internal business partners to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
3. Leads others in evaluating documentation received with classification and compensation action requests for accuracy and completeness to determine whether more information is necessary or request can be completed as is.
4. Leads others in evaluating the results of job analyses to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
5. Leads others in evaluating the pay of employees against the pay of other individuals in comparable classes to determine whether salary adjustments are warranted.
6. Leads others in evaluating human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards.
7. Leads others in auditing organizational hierarchies and supervisory assignments to ensure proper organizational structure.
8. Leads others in auditing position change requests to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
9. Leads others in evaluating submitted funding plans against requested classification and compensation actions to ensure sufficient funds are allocated to complete the action. 

1. May influence internal business partners to adopt classification and compensation recommendations during the course of communications to facilitate adoption and to enhance investment. 

1. Leads others to calculate salary, service, overtime, salary ranges, and other adjustments as required based on salary policy, request approvals, equity results, compensation history, position status, and departmental procedures and guidelines.
2. Leads others to calculate salary of employees related to requested actions to resolve issues or ensure employee is compensated correctly.
3. Leads others to prepare, process, and correct human resources transaction documents for reclassifications, establishments, abolishment, equities, transfers, retirement, special projects, highly confidential transactions, and high profile transactions, and information changes.
4. Leads others to create salary recommendations for employees who are the subject of classification and compensation requests to eliminate pay inequities.
5. Leads others to prepare and maintain a variety of records and reports with recommendations for action including cost projection reports, time in service reports, classification usage reports, employee rosters, staffing pattern report, annual and ad hoc salary surveys, and class specifications.
6. Leads others to process approved classification and compensation requests, to include reclassifications, position/classification establishments/abolishment, general position changes, etc. in the HRIS database to ensure timely implementation of requested action.
7. Leads others to create salary comparison charts to determine compensation recommendations in response to agency requests.
8. Leads others to correct human resources transaction documents submitted by operating agency staff for classification and compensation actions.
9. Leads others to code human resources transactions using appropriate guidelines to maintain accuracy of the HRIS database.
10. Leads others to correct classification and compensation information in HRIS system as required based on correction requests and reporting in order to maintain accurate records.
11. Leads others to route documentation of classification and compensation requests to assigned agencies and other divisions within DOHR to notify of approval decision. 

1. May review classification and compensation requests received from assigned agencies, including but not limited to salary increases, assignment differentials, service status changes, position reclassifications, “working out of class” actions, special projects, reorganizations, overtime exceptions, class establishments/abolishments, to determine next action steps.
2. Gathers information from a variety of resources to include internet, other government agencies, state/private databases, and other sources to ensure equity is maintained when making compensation and classification recommendations and to ensure compliance with state and federal law, rules, regulations, policies, and guidelines.
3. Researches policies, procedures, guidelines, rules, regulations, and laws related to human resources processes using physical and electronic sources to inform problem solving, and decision making.
4. May gather information from intradepartmental and interdepartmental sources to determine best classification and compensation recommendations and to resolve identified issues.
5. Makes regular contacts with persons in other departments or divisions, or outside organizations and representatives for the purpose of furnishing or obtaining information.
6. May request follow up information from agencies if request documentation is insufficient to complete request.
7. Attends meetings and conferences/conference calls to gather information on new policies, procedures, human resources updates, best practices, and other changes. 

1. Composes the most complex reports regarding salary surveys and other research projects in order to provide information to internal/external business partners as requested.
2. May compose reports for specific classification and compensation actions to provide justification for recommendations.
3. May compose memoranda for specific classification and compensation actions to notify internal/external business partners that the action is ready for processing.
4. May document costs of approved classification and compensation actions to ensure compliance with audit procedures.
5. Ma document information related to classification and compensation actions using the assigned database to track timeline of actions. 

1. Leads others to identify correct type of action being requested by assigned agency to ensure proper handling.
2. Leads others to identify equivalent job classifications in response to external salary survey requests to ensure accurate information is provided.
3. Leads others to identify work priorities to ensure the most important work is completed first based on work experience, supervisor guidance, and departmental, state, and federal laws, rules, regulations, and guidelines.
4. Leads others to identify errors in HRIS database to correct classification and compensation information.
5. Leads others to identify changes in employee and position status including but not limited to: preferred, executive, non-preferred, non-competitive, etc.   

1. Provides consultation to internal and external business partners, including but not limited to HR upper management, commissioners, HR Officers, department heads, and private consulting firms, on the appropriate application of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures for classification and compensation related decision making to ensure compliance and effective business practices.
2. Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures.
3. May assist in the development of supplemental questions for positions based on the competencies identified in the classification specification to ensure compliance with departmental, state, and federal laws, rules, regulations, and policies.
4. Advises supervisors on possible improvements to team standard operating procedures, best practices, and other workflow factors to inform strategy development and decision making.
5. Advises peers on proper departmental procedures related to the accomplishment of their daily workload.
6. Assists peers in resolving classification and compensation problems to enhance development and team performance.

1. Coaches agency employees on classification, compensation, and human resources information to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
2. Educates assigned agency classification and compensation personnel on classification and compensation processes to facilitate accurate and timely submission of documentation.
3. Leads less experienced coworkers by providing feedback and information on organizational culture, policies and procedures, workflow and chain of command, task prioritization, proper documentation, use of systems and available functionality, and how to most effectively and efficiently perform their assigned tasks. 

1. Develops the most complex spreadsheets, presentations, forms, form letters, memos, database queries, logs, and other systems as required to facilitate accurate data gathering, tracking, training, and dissemination.
2. Incorporates departmental, state, and federal laws, rules, regulations, and policies into recommendations for team best practices and standard operating procedures for efficiency and compliance purposes.
3. Participates in brainstorming sessions to develop process streamlining initiatives and improve business practices.
4. Provides input on the development of training and standard operating procedure documentation to facilitate the work and training of internal business partners. 

1. Incorporates last minute and unscheduled tasks into current workload to ensure timely and accurate completion of work.
2. Organizes and prioritizes personal workload using calendars, lists, and other facilitators to ensure timely and accurate completion of work. 

1. May communicate with agency Human Resources representatives, state Department of Human Resources representatives, and other organizational representatives to ensure accurate and timely processing of transactions and other human resources related tasks.
2. Maintains professional working relationships with peers and with upper management to ensure smooth and effective team operations.
3. Networks with internal and external business partners to ensure open dialogues exist and to facilitate coordination and unified effort. 

1. Uses office productivity software including but not limited to word processing programs, spreadsheet programs, presentation software, web-based email programs, instant-messaging programs, and search engines.
2. Uses appropriate database tracking software specific to the state and agency as required. 

1. May conduct interviews with employees to determine tasks that are performed in order to recommend proper classification.
2. Communicates with officials at higher levels on situations requiring cooperation and explanation of the services and activities of the agency.
3. Maintains an open dialogue with internal business partners to ensure effective and efficient communications.
4. Provides regular updates to upper management and other internal business partners on the status of projects and other assigned work.
5. Communicates with assigned supervisor to ensure accurate and timely receipt of instructions and work assignments.
6. Communicates work related information to peers to facilitate teamwork, assign tasks, and coordinate effort.
7. Sends notifications of special events, changes, approvals, and deadlines to internal business partners to ensure timely and accurate receipt of information.
8. Participates in staff meetings as required to provide and gather status updates for assigned workload. 

1. Schedules personal workload to ensure timely processing and account for current workload.
2. Schedules deadlines for requests for information to ensure timely submission of required information.
3. Schedules meetings, special events, and projects as required. 

1. Develops expertise in classification and compensation using available developmental opportunities to facilitate interpretation and advice provided.
2. Periodically reviews current departmental, state, and federal information sources to identify relevant changes in policies, procedures, rules, regulations, and best practices to ensure they are knowledgeable on the latest systems.
3. Actively seeks out work related developmental opportunities for self to improve performance and team efficiency.
4. Attends agency specific training as required to ensure compliance with departmental, state, and federal laws and guidelines.
5. Attends in-service training as required to ensure continual learning and current knowledge of the field. 

1. May contact outside agencies who administer human resources functions to obtain/provide required information, correct errors, and/or for clarification purposes.
2. May communicate with other state HR agencies, private HR organizations, and other entities when asked questions about salary, job duties, and other work factors to ensure accurate and realistic portrayals of the work involved.
3. May communicate with outside callers and senders to ensure questions are directed to the appropriate individuals. 

1. Coordinates with non-DOHR personnel to resolve issues with complex or highly sensitive transactions including but not limited to retirement issues, salary issues, classification issues, separation issues, and reorganization issues.
2. Coordinates workload with internal and external business partners as required facilitating timely and accurate task completion.
3. Coordinates with upper management and peers to facilitate equitable workload dissemination.
4. Coordinates meetings, events, and other special projects as required to ensure availability, attendance, and coverage. 

1. Monitors current market valuations of state classifications to make parity recommendations and/or to ensure compliance with federal and state laws, rules, regulations, policies, procedures, and guidelines.
2. Monitors assigned state email to ensure timely response to requests for information and timely integration of received information into workflow.
3. May monitor the classification and compensation transactions entered by assigned agencies into HRIS database to ensure compliance and accuracy.
4. May monitor electronic databases to ensure transactions process timely and accurately.
5. May monitor HRIS database work list to ensure timely completion of position actions. 

1. Maintains human resource and other confidential reports, files, and logs as required to ensure compliance with departmental, state, and federal laws, rules, regulations, and best practices.
2. Performs a variety of working level professional human resources administrative duties related to areas of professional classification and compensation work.
3. Responds to emails, phone calls, and other correspondence as required.
4. Enters personal time and leave/overtime requests into the appropriate databases as required.
5. Scan, uploads, faxes, and/or emails backup copies of human resources transaction documentation to appropriate individuals. 

1. May approve reporting changes, county changes, and department identification changes in HRIS system in order to maintain accurate records of agency structure. 

1. Models effective performance for co-workers to provide a role model, encourages success in others, and enhances trust.

Competencies (KSA’s):

1. Business Acumen
2. Creativity
3. Customer Focus
4. Dealing with Ambiguity
5. Decision Quality
6. Ethics and Values
7. Informing
8. Integrity and Trust
9. Learning on the Fly
10. Listening
11. Perspective
12. Priority Setting
13. Problem Solving
14. Technical Learning
15. Time Management
16. Written Communications 

1. Intermediate knowledge of general human resources principles, procedures, and best practices
2. Intermediate knowledge of mathematics (arithmetic, algebra, descriptive statistics)
3. Intermediate knowledge of spreadsheet software (i.e. Microsoft Excel)
4. Basic knowledge of principles, procedures, and best practices related to classification and compensation
5. Basic knowledge of HRIS systems (i.e. PeopleSoft)
6. Basic knowledge of office productivity software (i.e. Microsoft Office Suite)
7. Basic knowledge of federal and state employment laws, statutes, rules, regulations, policies, and procedures
8. Basic knowledge of federal and state employment laws, statutes, rules, regulations, policies, and procedures related to classification and compensation
9. Basic knowledge of Tennessee state government operations and organization  

1. Advanced reading comprehension skills
2. Intermediate mathematics skills (calculation of descriptive statistics, percentage-based ranges)
3. Intermediate interpersonal speaking skills
4. Intermediate judgment and decision making skills
5. Active learning skills
6. Active listening skills
7. Critical thinking skills
8. Persuasion skills
9. Negotiation skills
10. Complex problem solving skills
11. Time management skills
12. System evaluation  

1. Intermediate oral comprehension ability
2. Intermediate oral expression ability
3. Intermediate written comprehension ability
4. Intermediate written expression ability
5. Intermediate problem sensitivity ability
6. Intermediate time sharing ability
7. Category flexibility ability
8. Deductive reasoning ability
9. Information ordering ability
10. Inductive reasoning ability
11. Mathematical reasoning ability
12. Visualization ability
13. Manual dexterity
14. Near vision
15. Speech clarity
16. Speech recognition

Tools and Equipment Used:

1. Personal Computer
2. Telephone
3. Fax Machine
4. Printer
5. Copy Machine
6. Scanner
7. Calculator
8. Other office related equipment as required