Item 4.A-April 11, 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.
Incumbent(s) Name (if applicable): Melissa Samon
Position #(s): CL #40136
Current Title: Personnel Analyst II
Current Range: CL 34-10
(JCC: 07.521)
Department: Dean’s Office, Liberal Arts
College/Division: Provost’s Office
Account #(s): 1101-112-0001
Action Proposed: (check all that apply) CLASSIFIED TO ADMINISTRATIVE FACULTY
(X) New position: Proposed Range: 2
Proposed Title: Coordinator, Human Resources (CLA)
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
JCC (Current
( ) Line of Progression (show titles below)
or new HR
Range:
assigned):
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
Heather K. Hardy
Dean, College of Liberal Arts
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Stacy Burton, Vice Provost, Faculty Affairs
Date
Action Approved by the Provost/President (Completed by Faculty HR):
67545 Range:
2
Pos #(s):
JCC:
EEO: 3D
Eff: 4/1/2014
Approved Title: Coordinator, Human Resources (CLA)
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 – Coordinator, Human Resources (College of Liberal Arts)
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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 Coordinator, Human Resources, performs highly responsible, time sensitive and complex professional
and administrative human resources responsibilities for the College of Liberal Arts (CLA). The position reports
directly to the Dean and is responsible for providing leadership and direction for the human resource functions
in CLA. The incumbent provides assistance to the Dean, Chairs, Directors and supervisors within CLA
addressing employee relations issues. The position is responsible for overseeing the classified staff
recruitment functions for CLA. The incumbent provides assistance to those served by interpreting and applying
a wide scope of rules and regulations concerning discipline, performance and grievances. The incumbent
oversees the Human Resources Management System (HRMS) processing, performs training, conducts
employee orientation, job evaluation, job classification, and revises and creates position description
questionnaires for new and existing positions. The incumbent is responsible for supervision and maintenance
of employee records, payroll, faculty contracts and leave functions.
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).
65% - Human Resources Activities for CLA
 Plan, organize and coordinate HR functions (including recruitment; e-search approvals, rule
interpretation, application and compliance; transaction processing; performance evaluation; job
development; payroll; leave) for multiple employment categories (including faculty, classified, graduate
assistants, student employees, temporary workers, postdoctoral scholars)
 Serve on search committees
 Develop and implement methods to ensure consistency in HR activities among the departments and
various sub-divisions within CLA by establishing procedures, training staff, reviewing and evaluating
work and troubleshooting problems
 Monitor department performance and compliance; address and resolve deficiencies; accountable to
Dean for college’s compliance with governing rules and regulations
 Collaborate with CLA budget officer on annual contract renewal process by developing reports,
spreadsheets, lists; forecasting and updating salary and account information; integrating HR and
budget data; reviewing and ensuring accuracy of all HR data
 Serves as back-up for the budget officer in his/her absence and prepares and processes budget
documents including both state and self-supporting budget revisions, hosting forms, travel claims,
purchase orders, requests for payments and p-card activities
 Has signature authority as appointing authority on all classified documents within CLA
 Provide consultation to the Dean, faculty, staff, Chairpersons, etc., on rule interpretation and application
 Evaluate multi-faceted problems; sort and identify priorities and desired outcomes; develop and
implement or recommend solution
15% - Employee Relations
 Coordinate employee relation problems, questions, complaints, grievances
 Explain rules, processes, prohibitions and penalties
 Provide consultation to faculty, staff, dean, supervisors
 Conduct background research by collecting and verifying dates, places, events, other; meet with
individual(s) associated with the complaint/problem to gather information, confirm details, and obtain
opposing viewpoints
Position Description – Coordinator, Human Resources (College of Liberal Arts)
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Facilitate resolution by meeting singly or with all parties to provide verbal forum; offer
observations/suggestions for resolution
Collaborate with the Human Resources Department in investigating classified employee violations and
in writing Specificity of Charges for serious classified disciplinary actions
Act as liaison with Dean, University HR department units, legal counsel, supervisors, etc.
15% - Supervision
 Monitor performance of all CLA probationary classified employees during their first year of employment
 Consult with supervisors to ensure performance appraisals are completed
 Convey consequences of inattention and assist in developing recommendation for permanency
 Review, evaluate and recommend revisions to draft performance appraisals
 Monitor internal and external procedures to ensure efficient and effective management of staff
 Mentor classified staff and faculty regarding supervision and performance reviews
 Serve as appointing authority on classified transactions (work performance standards, appraisals, PAF
transactions, compensation time, and leave)
5% - College Administration and Service
 Act as the CLA representative for various HR meetings on campus
 Serve on University committees as requested by the Dean
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:
Delegated authority for the position flows from the Dean. The individual acts with independence in decision
making and in carrying out job responsibilities but major decisions and judgments are generally made after
consultation with the Dean. The incumbent assesses problems, evaluates facts and circumstances to
determine a course of action. The incumbent independently addresses and resolves personnel issues. The
most difficult situations are resolved in consultation with the Dean and other University officials and the Human
Resource Department. p. When mediating, the incumbent works autonomously.
Impact:
There is a high potential for litigation when situations are not handled appropriately. Decisions and judgments
made by the HR Officer impact how effectively resources are utilized which directly impacts the effectiveness
of teaching, research and outreach and goals of CLA. Inadequate performance may negatively affect the
University’s research mission and reputation of the CLA and University.
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:
 Progressive discipline and grievance processes
 Higher education, state, and federal employment laws, policies and regulations
 University, college and department bylaws
 Working in a higher education environment
 State and federal laws and regulations (ADA, HIPAA, FMLA, FERPA and FLSA) including Nevada
Administrative code and Nevada Revised Statutes
Position Description – Coordinator, Human Resources (College of Liberal Arts)
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Mediation and conflict resolution guidelines
Affirmative Action regulations
Recruitment, interviewing, screening and selection processes for various employee types
Higher Education and state budgeting practices
Payroll processing and reporting
Record retention policies and procedures
Budget management
Skills:
 Excellent human resources management and supervisory skills
 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) plus CAIS and Advantage
including use of CAIS, HRMS and Advantage
 Report preparation
 Time management and organizational skills
 Training, mentoring and supervisory skills
 Conflict resolution, negotiation and mediation skills
 Effective problem solving, decision making skills and analytical skills
 Excellent verbal and written communication
Ability to:
 Research and address complex personnel issues, in order to develop, present and implement solutions
 Understand and interpret formalized policies, guidelines, rules, and regulations
 Identify performance issues
 Deescalate situations
 Be sensitive to cultural and ethnic diversity issues
 Work under deadline pressure
 Manage resources effectively and efficiently
 Maintain and demonstrate confidentiality
 Exercise sound judgment in order to assure fair and consistent treatment of employees
 Work with diverse population
 Maintain professional interactions
 Identify training needs and develop training sessions that address those needs
 Understand and support college goals and objectives
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
Department chairs, directors,
and supervisors
CLA Employees
President’s Office
Provost’s Office
Risk Management
Reason for Contact
To address employee relation issues, problem solving, adhering to
policies and procedures, training and coaching, provide guidance,
work performance issues, serve on search committees and
classified appraisals
To conduct orientation, training, problem solving, employee
relations issues, mediation
To provide information and assist with CLA issues
To handle approval on offer letters and input to e-search
To consult regarding safety issues and workers compensation
Position Description – Coordinator, Human Resources (College of Liberal Arts)
Equal Employment and
Affirmative Action office
BCN/UNR HR
Controller’s Office
To consult with and resolve employee issues, alert for situations
regarding alleged harassment,, etc.
To consult regarding employee issues, grievances,
comprehensive position list, position review (NPD19 and PDQs),
committees, faculty contracts
To consult with and resolve employment matters, hearings, data
collection and depositions
To discuss position control, budget revisions, comprehensive
position list
To discuss payroll documents, travel, handwrites, etc.
External
State Department of Personnel
Reason for Contact
To clarify policies and procedures
Campus General Counsel
Budget
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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
b.
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 three years of experience in human resources and employee relations
Preferred Licenses or Certifications:
Professional in Human Resources Certification (PHR) or
Senior Professional in Human Resources Certification (SPHR)
c.
Indicate any license or certificate required for this position.
None