Item 2.A-Sep. 25, 2009
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/vpaf/hr/compensation/placement.html for complete instructions.
Incumbent(s) Name (if applicable):
Position #(s):
Current Title:
Current Range:
(JCC: )
Department: Business Center North Human Resources
College/Division: Vice President,
Administration & Finance
Account #(s): 1105-104-0601
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
(X) Line of Progression (show titles below)
Coordinator, Employee Relations (3A;CM4505;CC062;E)
Specialist, Employee Relations (3A;CM4505;CC062;E)
Range:
3
2
JCC (Current
or new HR
assigned):
86923
77199
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
Janet Damschen
Manager, Employee Relations
____________________________________________________________
Director/Chair/Dean
Timothy C. McFarling
Interim AVP, Human Resources
__________________
Date
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ron Zurek
Date
Vice President, Administration & Finance
Action Approved by the President (Completed by Faculty HR):
Position #:
EEO Code:
CUPA Code:
Job Class Code:
Exempt: Yes or No Census Code:
Range:
Effective Date:
Approved Title:
____________________________________________________________
__________________
Employee Signature
Date
(Employee signs and sends to HR for personnel file after PDQ has been “final” stamped for approval)
Rev: 12/1/2008
Position Description – Coordinator and Specialist, Employee Relations
Page 2
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 and Specialist, Employee Relations, report to the Business Center North (BCN)
Employee Relations Manager and are responsible for assisting supervisors and managers within the
five northern Nevada System of Higher Education (NSHE) campuses in addressing employee
relations issues, increasing supervisors’ and managers’ ability to positively impact employee morale,
and developing and maintaining systems that support positive employee relations.
Range 2:
The Specialist, Employee Relations, is responsible for training supervisors to utilize best practices
when addressing employee relations issues, identifying issues affecting morale and productivity, and
monitoring state required training programs.
Range 3, in addition to Range 2 above:
The Coordinator, Employee Relations, is responsible for developing and delivering new training
opportunities while creating a Supervisor Certification program based on completion of certain training
elements.
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).
Range 2 - Specialist:
50% - Classified Employee Relations
 Provide supervisors and managers with assistance in managing State of Nevada classified
employees within the parameters provided by the State of Nevada personnel rules, relevant
campus and/or departmental policies, federal employment law, and federal confidentiality laws
pertaining to medical records (HIPAA). Areas may include: performance problems,
disciplinary actions, evaluation consultation, employee and supervisor assistance with
grievances, conflict resolution, medical issues associated with disciplinary problems (Family
and Medical Leave Act, Americans With Disabilities Act, Fitness For Duty issues)
 Develop a process for and participate in return-to-work meetings to clarify expectations of all
parties (post-suspension, administrative leave, positive drug test, etc.)
30% - Supervisory Support Systems Development
 Develop system to integrate training compliance and supervisory skills into the supervisory
Work Performance Standards and the supervisory performance appraisals
 Develop and manage the publication and dissemination of the Employee Relations newsletter,
to be dispersed quarterly and include the following: notifications of upcoming trainings and
brown bags, relevant tips and short articles pertaining to effective supervision, alerts for any
changes in personnel administration, and resource contacts
 Follow probationary employees during their first year and consult regularly with supervisors to
ensure an informed decision is made regarding permanency
 Review all “Does Not Meet Standards” evaluations and provide supervisor follow-up
20% - Training
 Develop on-line training and tracking system for the State of Nevada basic mandatory
supervisor trainings related to Employee Relations (Handling Grievances, Drug and Alcohol
Testing, Progressive Discipline)
 Develop a notification and accountability system for supervisor trainings
Position Description – Coordinator and Specialist, Employee Relations
Page 3
Range 3 - Coordinator, in addition to Range 2 above:
30% - Classified Employee Relations
 Same as above
30% - Develop Supervisory Support Systems
 Same as above
30% - Training
 Develop and present advanced supervisory skill classroom classes, informal training and
development programs to provide supervisor support in addition to providing information
relevant to supervision
 Develop a Supervisor Certification program based on completion of supervisory trainings for
supervisors and for employees interested in seeking supervisory opportunities
10% - Disciplinary Actions
 Write the Specificity of Charges in cases of serious discipline actions
 Represent the University at hearing and appeals
 Work more complex discipline cases in consultation with Manager and other parties
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.
Range 2 – Specialist:
Due to the high potential for litigation, the Employee Relations Manager reviews all cases and
oversees all documents written and edited by the Specialist. The incumbent works autonomously in
their interactions with employees and supervisors as they provide investigations, suggest
management strategies, assist in the drafting of disciplinary actions, and provide consultation on
performance evaluations. The Specialist provides support for supervisors dealing with difficult
situations and keep them on task during the process. However, major decisions are made with
consideration for and with input from other parties and are approved by the Employee Relations
Manager. The duties carried out and decisions made by the Specialist have the potential to affect an
individual’s livelihood, to protect or increase the University or Community College vulnerability to
litigation, to set precedent, and to have an impact on entire systems such as individual departments.
Range 3 – Coordinator, in addition to above Range 2:
The Employee Relations Coordinator has greater freedom to act independently but always in
consultation with the Manager, consult with other parties directly, and represent the University in
complex discipline cases. The Coordinator designs and delivers new training for managers and
supervisors to proactively develop their employee relations skills. The intent of these actions is to
reduce the employment liability of the served institutions.
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).
Range 2
Knowledge of:
 State and Federal employment laws and regulations (i.e., drug and alcohol testing, Health
Insurance Portability and Accountability Act (HIPPA), Family and Medical Leave Act (FMLA),
Americans With Disabilities Act (ADA), Fitness For Duty, Family Educational Rights and
Privacy Act (FERPA)
Position Description – Coordinator and Specialist, Employee Relations



Page 4
Nevada Administrative Code and Nevada Revised Statutes
Investigative process for performance problems, disciplinary actions, and medical issues
associated with disciplinary problems
Progressive discipline and grievance process
Skills:
 Excellent written and oral communication to:
o Conduct investigative interviews
o Conduct training to a diverse audience
o Include report writing
o Deal with conflict resolution, resolution of problems, and negotiating solutions
 Interpersonal and human relations skills
 Negotiation, mediation, conflict resolution and counseling
 Excellent analytical, decision-making, and problem-solving 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)
Ability to:
 Understand, interpret, and apply formalized employment policies, guidelines, rules, and
regulations
 Respond to, research, and address complex issues/situations, develop and provide solutions,
make appropriate decisions, and implement solutions; bring concerns to management
 Identify and isolate performance issues
 Deescalate highly emotionally-charged situations
 Deal with individuals with diverse viewpoints, goals, and have the ability to understand the
problem, provide a satisfactory solution and develop suitable alternatives
 Persuade both employees and managers to accept solutions while allowing them to retain a
sense of respect and autonomy
 Work under deadline pressure and maintain confidentiality of sensitive information
 Demonstrate tact and diplomacy in all communications
 Maintain professional business and work ethics and standards
 Exercise sound judgment to make objective, fair and consistent decisions
Range 3, all of the above, and
Knowledge of:
 Training techniques and adult learning styles
 Higher education working environment to include organizational structures, operations and
policies
Ability to:
 Identify training needs and develop training programs that address those needs
 Motivate and mentor supervisors and managers
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
Range 2
Employees
Reason for Contact
To assist with problem solving and addressing employee relations
issues
Position Description – Coordinator and Specialist, Employee Relations
Supervisors/Managers
Equal Employment and
Affirmative Action Office
Range 3, above and
Campus General Counsel
External
Range 2
Health Care Professionals
Range 3, above and
State Department of Personnel
Page 5
To assist with problem solving and addressing employee relations
issues; provide guidance in adhering to policies, procedures and
regulations; provide input and observations regarding employee
relations issues; and provide training and coaching
To consult with and coordinate on employee relations issues
To consult with on and resolve employment matters
Reason for Contact
To participate in meetings and review FMLA, workers’
compensation, and drug and alcohol related problems and issues
To represent the University’s interests in employment matters
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.
Range 2
Bachelor’s Degree and two years or a Master’s and one year of experience in human
resources; Doctorate Degree in related field may be substituted for experience
Range 3
Bachelor’s Degree and four years or a Master’s Degree and two years of experience
in human resources with an emphasis in employee relations and training; Doctorate
Degree in related field may be substituted for years of experience
Preferred Licenses or Certifications: Professional in Human Resources Management
(PHR) or Senior Professional in Human Resources (SPHR)
c.
Indicate any license or certificate required for this position.
None