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CLASS/COMP ANALYST – INT JOB

Class Title: CLASS/COMP ANALYST – INT
Bargaining Unit: Use for all Job Titles
Class Code: 073707
Education and Experience: Graduation from an accredited college or university with a bachelor’s degree and experience equivalent to one year of classification/compensation analytic work.
Substitution of Experience for Education: Qualifying full-time professional experience may be substituted for the required education on a year-for-year basis to a maximum of four years.

OR

Graduation from an accredited college or university with a bachelor’s degree and experience equivalent to one year of professional work conducting job studies to develop classification plans, compensation structures, or employment selection tools.

Other Requirements:

Necessary Special Qualifications: None.
 
Examination Method: Education and Experience, 100%, for Preferred Service positions.

Job Overview:

Summary: Under immediate supervision, performs professional classification and compensation work of average difficulty; and performs related work as required.
Distinguishing Features: This is the working level classification in the Class/Comp Analyst series. An incumbent in this class is employed in the Department of Human Resources (DOHR). The Class/Comp Analyst – Intermediate consults with agencies statewide regarding classification and compensation. This class differs from that of Class/Comp Analyst – Associate in that an incumbent of the latter performs at the entry level. This class differs from that of Class/Comp Analyst – Advanced in that an incumbent of the latter performs at the lead or advanced level.

Work Activities:

Interpreting the Meaning of Information for Others: 
  1. Explains 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 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. 
Judging the Qualities of Things, Services, or People: 
  1. Assesses the quality of submitted documentation related to justifications of proposed classification and compensation actions to determine accuracy, relevance, and appropriateness. 
Analyzing Data or Information: 
  1. Analyzes existing classification and compensation inequities as requested to identify root causes of disparities and inform recommendations for correction.
  2. Conducts job analyses to identify tasks and competencies related to performance in various classifications.
  3. Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation.
  4. Conducts salary surveys to identify market equivalencies and inform salary recommendations.
  5. Generates 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.
  6. Applies a variety of ad-hoc analytic techniques to agency classification and compensation requests or issues to ensure that recommendations for change and action are workable and comply with professional standards of excellence.
  7. Researches information related to assigned classification and compensation actions and projects as required informing recommendations for best practices.
  8. Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in divisional operations. 
Estimating the Quantifiable Characteristics of Products, Events, or Information: 
  1. Estimates cost projections for proposed projects impacting employee compensation to provide agencies and other divisions within DOHR with recommendations for classification and compensation actions. 
Evaluating Information to Determine Compliance with Standards: 
  1. Evaluates the duties of position as requested to determine proper classification.
  2. Evaluates 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. Evaluates 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. Evaluates the results of job analyses to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
  5. Evaluates the pay of employees against the pay of other individuals in comparable classes to determine whether salary adjustments are warranted.
  6. Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards.
  7. Audits organizational hierarchies and supervisory assignments to ensure proper organizational structure.
  8. Audits position change requests to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
  9. Evaluates submitted funding plans against requested classification and compensation actions to ensure sufficient funds are allocated to complete the action. 
Selling or Influencing Others: 
  1. Influences internal business partners to adopt classification and compensation recommendations during the course of communications to facilitate adoption and to enhance investment. 
Processing Information: 
  1. Calculates 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. Calculates salary of employees related to requested actions to resolve issues or ensure employee is compensated correctly.
  3. Prepares, processes, and corrects human resources transaction documents for reclassifications, establishments, abolishment, equities, transfers, retirement, special projects, highly confidential transactions, and high profile transactions, and information changes.
  4. Creates salary recommendations for employees who are the subject of classification and compensation requests to eliminate pay inequities.
  5. Prepares and maintains 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. Processes 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. Creates salary comparison charts to determine compensation recommendations in response to agency requests.
  8. Corrects human resources transaction documents submitted by operating agency staff for classification and compensation actions.
  9. Codes human resources transactions using appropriate guidelines to maintain accuracy of the HRIS database.
  10. Corrects classification and compensation information in HRIS system as required based on correction requests and reporting in order to maintain accurate records.
  11. Routes documentation of classification and compensation requests to assigned agencies and other divisions within DOHR to notify of approval decision.  
Getting Information: 
  1. Reviews 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. Gathers 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. Requests 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. 
Documenting/Recording Information: 
  1. Composes reports regarding salary surveys and other research projects in order to provide information to internal/external business partners as requested.
  2. Documents job analysis results based on departmental, state, and federal laws and guidelines to accurately create and/or update classification specifications and ensure the legal defensibility of employment decisions.
  3. Composes reports for specific classification and compensation actions to provide justification for recommendations.
  4. Composes memoranda for specific classification and compensation actions to notify internal/external business partners that the action is ready for processing.
  5. Documents costs of approved classification and compensation actions to ensure compliance with audit procedures.
  6. Documents information related to classification and compensation actions using the assigned database to track timeline of actions. 
Identifying Objects, Actions, and Events: 
  1. Identifies correct type of action being requested by assigned agency to ensure proper handling.
  2. Identifies equivalent job classifications in response to external salary survey requests to ensure accurate information is provided.
  3. Identifies 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. Identifies errors in HRIS database to correct classification and compensation information.
  5. Identifies changes in employee and position status including but not limited to: preferred, executive, non-preferred, non-competitive, etc.  
Provide Consultation and Advice to Others: 
  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. Assists 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. 
Coaching and Developing Others: 
  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. Mentors 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. 
Thinking Creatively: 
  1. Develops 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.  
Organizing, Planning, and Prioritizing Work: 
  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. 
Resolving Conflicts and Negotiating with Others: 
  1. Investigates conflicts related to classification and compensation according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue.
  2. Serves as a mediator for assigned agencies and peers to upper management personnel.
  3. Negotiates with assigned agencies and upper management to maintain integrity of recommended classification and compensation actions.
  4. Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships.
  5. Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance.
  6. Directs complex or difficult to resolve conflicts to assigned supervisor as required. 

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Establishing and Maintaining Interpersonal Relationships: 
  1. Communicates 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. 
Interacting With Computers: 
  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. 
Communicating with Supervisors, Peers, or Subordinates: 
  1. Conducts 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. 
Scheduling Work and Activities: 
  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.  
Updating and Using Relevant Knowledge: 
  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. 
Communicating with Persons Outside Organization: 
  1. Contacts outside agencies who administer human resources functions to obtain/provide required information, correct errors, and/or for clarification purposes.
  2. Communicates 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. Communicates with outside callers and senders to ensure questions are directed to the appropriate individuals. 
Coordinating the Work and Activities of Others: 
  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. 
Monitor Processes, Materials, or Surroundings: 
  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. Monitors the classification and compensation transactions entered by assigned agencies into HRIS database to ensure compliance and accuracy.
  4. Monitors electronic databases to ensure transactions process timely and accurately.
  5. Monitors HRIS database work list to ensure timely completion of position actions. 
Performing Administrative Activities: 
  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. 
Making Decisions and Solving Problems: 
  1. Approves reporting changes, county changes, and department identification changes in HRIS system in order to maintain accurate records of agency structure. 
Developing and Building Teams: 
  1. Models effective performance for co-workers to provide a role model, encourages success in others, and enhances trust. 
Handling and Moving Objects: 
  1. Files hard copies of completed requests in order to comply with audit and departmental standards.
  2. Sets up conference rooms and presentation equipment as required for meetings, projects, and other events.

Competencies (KSA’s):

Competencies:
  1. Customer Focus
  2. Dealing with Ambiguity
  3. Ethics and Values
  4. Integrity and Trust
  5. Learning on the Fly
  6. Listening
  7. Perseverance
  8. Problem Solving
  9. Technical Learning
  10. Time Management
  11. Written Communications 
Knowledge:
  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  
Skills:
  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   
Abilities:
  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

 

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