Item 2.A-February 19, 2010
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: BCN Human Resources
College/Division: AVP-HR /
VP Administration and Finance
Account #(s): 1105-104-0601
Action Proposed: (check all that apply)
5
(X) New position: Proposed Range:
Proposed Title: Director, Employee Relations
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
( ) Line of Progression (show titles below)
Range:
JCC (Current
or new HR
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
Tim McFarling
AVP, Human Resources
__________________
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:
1b
CUPA Code: CA4004
Job Class Code: 76617
Exempt: Yes or No Census Code: 062
Range: 5
Effective Date: 2/1/2010
Approved Title:
DIRECTOR, EMPLOYEE RELATIONS
____________________________________________________________
__________________
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 – Director, 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 Director, Employee Relations, serves the five northern Nevada System of Higher Education
(NSHE) Campuses. The incumbent provides assistance to managers and supervisors by interpreting
and applying a wide scope of rules and regulations concerning performance, discipline, grievance,
termination and other employment-related issues including workplace medical issues, such as Fitness
for Duty and drug and alcohol-related matters. The Director supervises and provides guidance and
direction on complex employee relations issues. The Director oversees employee relations, records
and HRMS processing, worker’s compensation and the temporary classified employment function and
reports to the Assistant Vice President, Human Resources.
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).
60% - Employee Relations Management
 Manages all aspects of a comprehensive employee relations program for classified employees
 Advises and guides managers on performance, progressive discipline, demotion, suspension,
dismissal, workplace violence, drug and alcohol issues, Family Medical Leave Act (FMLA) and
Catastrophic leave, mental and physical Fitness for Duty evaluations, grievance processes
and procedures, appeal procedures and related issues
 Consults with and advises managers and supervisors regarding organizational structure,
management processes, employee issues, management style and practices and interventions
appropriate to the presenting problem
 Develops plans and implements processes which foster positive employee/management
relations
 Provides applicable classroom and individual coaching to managers, supervisors, and NSHE
human resources personnel in the area of employee relations, Nevada Administrative Code
regulations, University procedures and employment law
20% - Policy Development and Interpretation
 Researches, develops and writes policies, procedures and processes pertaining to classified
staff that are not otherwise defined in NAC and NRS
 Consults with State of Nevada Department of Personnel on policy application, rule
interpretation and revisions to the NAC.
 Oversees classified employee records and data entry
10% - Staff Supervision
 Oversees the classified temporary employment function, records management, HRMS
processing, risk management and employee relations staff
 Provides strategic direction to the above areas and coordinates activities with benefits and
recruitment and classification units
10% - Employee Disciplinary Process and Litigation
 Reviews all classified employee disciplinary actions
 Prepares specificity of charges, recommends disciplinary action, and coordinates activities
with pre-disciplinary hearing officers
 Represents the university at disciplinary hearings, the Employee Management Committee and
legal proceedings
Position Description – Director, Employee Relations
Page 3
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 Director, Employee Relations, acts with a high degree of independence and autonomy. The
incumbent assesses problems, conducts investigations, interviews employees, evaluates facts and
circumstances and determines a course of action. The Director independently addresses and resolves
multifaceted personnel and organizational issues. The most difficult cases are resolved in concert
with the Assistant Vice President, Human Resources, Vice President, Finance and Administration,
General Counsel and Vice Provost..
Impact
The impact of decisions made by this position can affect an employee’s continued employment, safety
of the workforce as it pertains to workplace violence, drug and alcohol, and other Fitness for Duty
issues, employee morale and legal actions. The decisions made by the incumbent set precedent for
the Nevada System of Higher Education personnel actions. Early intervention can result in avoidance
of escalation of problems to various governmental agencies and/or litigation.
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 employment law
 Investigative Process
 Human behavior theory
 Progressive discipline
 Successful management/supervisory techniques
 Drug and alcohol abuse and treatment principles
Skills:





Excellent written and verbal communication
Interpersonal communication
Negotiation, mediation and counseling
Excellent problem solving skills
Conflict resolution
Ability to:
 Interpret and apply employment laws, regulations and rules
 Identify and isolate performance issues
 Solve complex problems
 Respond to and address issues in complex situations
 Work quickly and effectively under extreme time pressures and deadlines
 De-escalate 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
Position Description – Director, Employee Relations
Page 4
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
Vice presidents, deans,
directors, supervisors, classified
employees, campus HR offices,
NSHE General Counsel,
employees
Reason for Contact
To plan, coordinate, advise, and counsel individuals or groups in
proper procedures to resolve problems involving significant
consequences or of a controversial nature, and to produce
documentation that effectively protects the organization in litigation
External
Department of Personnel, SNEA
representative, state personnel
boards, and state hearing
officers and with physicians,
psychologists, psychiatrists,
mental health counselors, and
drug and alcohol professionals
Reason for Contact
To participate in meetings, hearings which involve problems or
issues of considerable consequence and importance which lead to
problem resolution
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.
Master’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.
Master’s Degree and four years of progressively responsible human resources
experience in addressing employee relations, progressive discipline, dismissal actions,
hearings before boards and hearings officers, grievance procedures, training,
negotiation, or mediation
Preferred Licenses or Certifications: None
c.
Indicate any license or certificate required for this position.
None