Item 3.A-January 10, 2014
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/hr/compensation-and-evaluation for complete instructions.
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Incumbent(s) Name (if applicable): Tim McFarling
Position #(s):16446
Current Title: Assistant Vice President, Human Resources
Current Range: 7
(JCC:76179;1E;CA1037;CC001;E)
Department: Assistant Vice President, Human
College/Division: Vice President,
Resources
Administration & Finance
Account #: 1101-104-0401
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
(X) Title Change, Proposed Title: Associate Vice President, Human Resources
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
Range: JCC (HR assigned):
( ) Line of Progression (show titles below)
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
Immediate Supervisor’s Signature
__________________
Date
____________________________________________________________
Director/Chair/Dean
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ron Zurek
Date
Vice President, Administration & Finance
Action Approved by the Provost/President (Completed by Faculty HR):
67415 Range:
7
Pos #(s): 16446
JCC:
EEO: 1D
Eff: 7/1/2013
Approved Title: Associate Vice President, Human Resources
Employee signs on “final” stamped approved PDQ and sends to HR for personnel file.
Employee Signature:_______________________________________________ __________________
Date
Printed Name: ____________________________________________________
Rev: 10/1/2012
Position Description – Associate Vice President, Human Resources
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1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The Associate Vice President for Human Resources (AVPHR) reports to the Vice President for
Administration and Finance at the University of Nevada, Reno. The AVPHR oversees the Human
Resource (HR) functions for the institution’s non-medical school faculty, classified, graduate
assistants and student employees. In addition, the position is responsible for the management of
human resources (HR) functions for state classified staff for functions for the northern campuses and
the system administration offices of the Nevada System of Higher Education (NSHE). This includes
classification, recruitment, benefits, employee relations, and risk management. The AVPHR provides
leadership to staff in the areas of supervision, problem solving, planning, goal setting and attainment,
program development, team building and acquiring resources. These actions are done in the context
of applicable institutional, NSHE, State, and Federal laws, regulations, policies and procedures.
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).
35% - Faculty and Classified Employee Relations
 Directly resolve the most complex personnel issues in all functional areas by researching and
resolving disputes; advising administrators, supervisors/chairs and employees as to the
resolution of problems
 Resolve faculty employee relations issues
 Assist and advise in complex Classified employee relations issues
25% - Operations and Process Improvement
 Work with HR functional managers to identify operational and process improvement
opportunities
 Collaborate with operational managers regarding change management within their units
 Participate in the search committees and recruitments for senior level positions
 Serve as signature authority for Department of Labor work certifications and coordinate
assignments with immigration attorneys
 Oversee the development of the Affirmative Action plan
25% - Strategic Human Resources Management and Leadership
 Provide leadership to the HR functional managers to develop strategic plans in the areas of
recruitment, compensation, policy development and interpretation, employee relations,
disciplinary investigations, job evaluation support, benefits, risk management, employee
training and development, employee personnel records, and human resources management
system (HRMS)
 Conceptualize data reporting to support administrative and operational departments to
enhance decision making
 Consult with University managers and leaders regarding organizational structure, personnel
utilization and change management
10% - Policy Development
 Develop, implement and interpret creative and proactive human resource policies that foster
fair and equitable treatment of faculty, classified staff, and other employees
Position Description – Associate Vice President, Human Resources
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Serve on the University Administrative Manual Committee
Provide input to NSHE office regarding HR related policies
5% - Organizational Representation
 Represent the University at Classified employee formal hearings, litigation activities, internal
and external committees and community and professional organizations
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Level of Freedom:
The AVPHR works independently on a daily basis to resolve HR issues and problems. Matters which
expose the university to significant risk or liability are reported to the Vice President, Administration
and Finance. Lower level risk is managed by the AVPHR and reported on a routine basis. The
position has the autonomy to make exceptions, on a limited basis, to policy/practice in order to solve
problems.
Impact:
The judgments, decisions and results of work performed by this position impact the ability of the
University to recruit and retain the best employees. Duties performed in this position also impact the
University’s ability to accomplish its core mission as the institution will be impacted by inadequate or
poorly delivered HR functions. Decisions and programs directly affect the management, development,
and utilization of the University's professional and classified staff and the ability of the University to
create a climate that allows each individual to maximize the contribution he/she makes to the
institution. Poor decisions regarding personnel and employment matters may lead to grievances,
litigation and poor morale.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
 Federal and state laws, regulations, policies and procedures; the application of laws,
regulations, policies and procedures to personnel management and EEO/AA/ADA
 Human resource principles and practices
 Performance management systems
 Job evaluation methods
 Budget development and management
Skills:
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Human resources supervision/management of a complex organization
Excellent oral and written communication skills
Demonstrated commitment to quality customer service
Analytical, decision-making, and problem-solving
Proficiency in use of a personal computer and current software applications including but not
limited to Microsoft Office Suite (Word, Access, Excel, PowerPoint, and email)
Presentation to large and small groups
Investigative processes for employee issues
Team building methodologies
Position Description – Associate Vice President, Human Resources
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Counseling and conflict resolution
Coaching, mentoring and motivating
Creative management and progressive leadership
Ability to:
 Research issues/situations, develop and provide solutions, exercise sound judgment to make
appropriate decisions, and implement solutions reflective of the university’s mission and
commitment to diversity
 Effectively deal with management and employees regarding sensitive issues while maintaining
confidentiality
 Creatively solve problems
 Adjust personally and discern priorities in rapidly changing organizational conditions and
uncertain environments
 Balance consistency with flexibility; willing and open to change ideas in the face of new
information or events
 Seek and use opportunities for continuous learning and development of self and staff
 Proactively promote recognition and value of a diverse workforce
 Defuse sensitive and sometimes uncomfortable situations with customers and/or staff in a
tactful and diplomatic manner
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Employees and Supervisors
All levels of Administration
Campus committees.
Legal Counsel
External
HR Community
NSHE HR Offices
Reason for Contact
To provide counsel, negotiate agreements and settlements and
resolve problems involving difficult and complex personnel issues;
give information, and provide service
To interpret policy and solve operational problems; to evaluate,
advise, and persuade in order to set policies; and, to implement
programs and gain acceptance
To represent Human Resources, present HR issues, gain
information and make recommendations on policy and
procedures; to clarify policies and procedures and to build
consensus
To advise and prepare for mediation and litigation
Reason for Contact
To consult on best practices, gather information and develop
professionally
To consult on policies and procedures of and within NSHE
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Bachelor's Degree from a regionally accredited institution
Position Description – Associate Vice President, Human Resources
b.
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Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Bachelor's Degree and eight years, or Master’s Degree and six years, or Doctorate and
three years, of comparable, progressively responsible experience in human resources
management role(s)
Preferred Licenses or Certifications (one or all of the following):
Senior Professional in Human Resources (SPHR)
Professional in Human Resources (PHR)
Global Professional in Human Resources (GPHR)
c.
Indicate any license or certificate required for this position.
None